Responsibilities

• Assist customers with building materials, tools, and hardware selection

• Answer product questions and provide basic guidance on use and availability

• Operate POS system and process sales accurately

• Load materials for customers and help organize inventory

• Stock shelves, maintain yard and store cleanliness

• Work with team members to keep operations running smoothly

Qualifications

• Retail or building supply experience preferred (lumber, hardware, construction, etc.)

• Knowledge of basic building materials is a plus (lumber, fasteners, concrete, tools)

• Strong customer service and communication skills

• Ability to lift up to [weight, e.g., 50 lbs] and work on your feet

• Reliable attendance and a strong work ethic

• Willingness to work weekends and varying shifts

What We Offer

• Competitive hourly pay

• Employee discounts on materials and supplies

• Training and opportunities to grow within the company

• Stable, team-oriented work environment

• Group Insurance benefits and Company Pension plan

“This Article Is Sponsored By: Washago Timber Mart

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The Ontario government will soon introduce legislation that, if passed, would require employers to include expected salary ranges in job postings, giving workers more information to make informed decisions in their career search. In addition, the legislation would make Ontario the first jurisdiction in Canada to require businesses to disclose if artificial intelligence (AI) is used during their hiring process.

The post Employers Required To Disclose Salary Ranges And AI Use In Hiring appeared first on Muskoka411.

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1. Multiple interviews — Employers typically conduct about four interviews with an entry-level candidate before extending an offer. But the process moves fairly quickly, with companies taking five weeks on average to make a hire.

2. Questions that gauge soft skills — 14 per cent of managers attribute their hiring mistakes to placing too much weight on technical skills. To avoid making the same misstep, employers are asking situational questions to learn more about a candidate’s traits and interpersonal abilities, such as self-motivation and collaboration, which are especially critical in hybrid and remote work environments.

3. Preparation and follow-through — Beyond skills, managers said the following actions can tip the scales in an applicant’s favour:

• Researching the company (62 per cent)
• Maintaining a respectable online presence (56 per cent)
• Sending a thank-you note after an interview (51 per cent)

4. In-office time — While remote work gained prominence during the pandemic, just under a quarter of entry-level jobs (24 per cent) are advertised as hybrid or fully remote.

5. Hiring bright spots — Graduates can increase their chances of finding work by exploring industries and roles with the most jobs available, such as software developer, accountant, IT, public relations specialist, and HR specialist.

“The Class of 2023 has many exciting job opportunities awaiting them, though some companies are starting to take a more strategic approach to hiring. While there may be more competition, new job seekers can set themselves up for success by ensuring they are prepared, and understanding the work they need to put in to land the right job,” said David King, Senior Managing Director, Robert Half, Canada and South America. “Targeting your job search, networking effectively, tailoring applications, and knowing how to answer common interview questions are crucial to navigating a job search and a rigorous hiring process.”

King offers three critical job search tips for new grads:

1. Pinpoint your priorities. Figure out what matters most to you in a job, so you can focus your search. Consider deal makers and breakers, and potential compromises.
2. Request an in-person interview if the role requires in-office work. This will give you an opportunity to get a feel for the commute, company culture and your potential colleagues, which are critical to ensuring a good long-term fit.
3. Prepare to negotiate. The job market continues to favour skilled workers. Ask for the salary you deserve and other non-monetary perks you value before accepting an offer.

Visit the Robert Half blog for tips on preparing for a job interview.

The post Navigating Today’s Job Market As A New Grad appeared first on Muskoka411.

The food and beverage processing industry is Ontario’s largest manufacturing sector by employment. It contributed $13.9 billion to Ontario’s GDP in 2020 and is the largest purchaser of Ontario farm products. However, the industry is projecting a shortfall of 25,000 employees by 2025.

The study, which explores how the skilled labour shortage is impacting processing facilities across the province, found 82% of Ontario’s food and beverage processors need, or are actively seeking to employ a skilled trades professional. These positions include critical roles such as automation technicians, millwrights, electricians, and quality control technicians.

It takes an average of 7 months to hire for the role, while a quarter of food and beverage processors note they have been waiting over a year to fill some skilled trades roles.

“The demand due to broad labour shortages has created both a loss in industry capacity and a cycle that draws existing resources to accommodate the shortage and labour turn over,” said Doug Alexander, Vice President Sustainability and Government Relations at Belmont Food Group. “The more skilled trades jobs we need to fill, and the longer it takes to fill them, the more pressure is placed on current employees to keep operations running. That can lead to burnout and food production constraints, while literally turning down orders.”

Due to the high demand of skilled trades people across the country, industries are competing for talent in a limited labour pool.

“The food and beverage processing industry is a highly innovative sector with tremendous career opportunities,” said FBO’s CEO, Christopher Conway. “Increasing awareness and education about the benefits of skilled trades and careers in the food and beverage industry—especially at the secondary and post-secondary level—is essential to addressing the sector’s long term labour needs.”

The report also identifies barriers to employment and potential solutions to address the short-term challenges causing current production and staffing issues. Employers say short term solutions should include increasing the industry’s access to qualified foreign workers for businesses that need to fill immediate skilled trade vacancies. The sector also encourages further investment in initiatives to leverage existing job opportunities and supercharge training and employment programs connecting employers with job seekers.

“The province has been a supportive partner in funding initiatives to connect employers with jobseekers,” Conway said. “Food and Beverage Ontario’s flagship workforce development program CareersNOW! is showing immense potential in engaging students and jobseekers and facilitating connections to employers, but scale up is needed to meet industry demand.”

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Small Businesses Bounce Back

According to the survey, the majority (79%) of small businesses who had to reduce their workforce in response to the pandemic have been able to re-hire employees. However, one third (33%) stated they have trouble finding workers, with nearly half (46%) indicating the talent shortage grew because of the pandemic.

In addition to attracting new employees, challenges also exist in keeping the ones that small businesses already have on hand.  According to small business owners surveyed, they’re seeing staff leave for a better salary (32%), wanting to make a career change (29%) and to take on a more senior role (17%).

“The survey findings highlight the strength of small business – after weathering an unprecedented storm, they are making a comeback,” says Helen Vesce, division vice president, service delivery, ADP Canada. “As recovery continues, businesses who are able to adapt to the changing demands of this new labour market are poised to come out ahead in the search for top talent.”

Work Life Balance and Flexibility Top Benefits of Working at a Small Business

Small business owners surveyed believe that better work life balance (53%) and more flexible schedules (48%) are some of the key benefits of working for a small business. Other noteworthy benefits include a closer relationship with the owner and/or executives (40%), a stronger team bond (36%) and greater attention from management paid to their employees’ wellbeing and mental health (35%).

“Often, when we think of small business, we think of retailers, but small businesses stretch across industries and are often left competing for talent with larger corporations. These findings, and the rapidly shifting priorities of workers, indicate that Canada’s small businesses are well positioned to compete when it comes to recruiting and retaining talent,” Vesce noted. “Small businesses can offer a welcoming, supportive and empathetic environment where employees can foster more personal relationships with both their colleagues and business leaders. This, combined with improved work-life balance, makes roles in small business more and more attractive.”

Small Business Realities Across the Country

Small business owners in Québec struggled the most to find and retain talent, with 44 per cent struggling to find workers and 63 per cent finding it difficult than before the pandemic to find and retain employees. Small businesses in Alberta struggled the least to find and retain employees, followed by the Prairies. When asked why employees would leave their role, small business owners in British Columbia (33%) and Ontario (31%) were more likely to report a career change, compared to only 20 per cent of small business owners in Québec. When asked about top benefits of working for a small business, respondents in Ontario and Atlantic Canada (39%) cited stronger team bond as one of the top benefits, while respondents in British Columbia (41%) said greater attention from management on employees’ needs, wellbeing, and mental health was a key benefit.

SOURCE ADP Canada Co.

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The Brick in Huntsville is Muskoka’s preferred destination for Top Brand Name Furniture, Mattresses, Appliances and Home Electronics!

Due to tremendous sales growth The Brick – Huntsville  has immediate positions available in the following departments;

• Sales Associates – Full Time
• In-Home Delivery Associates – Full Time
• Warehouse / Merchandising – Part Time

They offer very competitive wages and a terrific employee purchase program.

Please email your resume to Jeff Ahlstedt (jahlstedt@thebrick.com) or feel free to drop your resume off at The Brick – Huntsville 70 King William Street Huntsville ON (at The Huntsville Place Mall)

The post The Brick In Huntsville Is Looking For Full-Time And Part-Time Staff appeared first on Muskoka411.

Fun Environment to work in! Learn new skills everyday, meet new guests everyday, and leave your shift with a smile!

COME AND JOIN THE TEAM!

Job Responsibilities:

• First and most important responsibility is providing guests with exceptional service
• Secondary responsibilities include stock room, cleaning, and preparing the store for the next shift
• Drive thru
• Sandwich bar

Apply to this job if you:

• Demonstrate a passion for guest service and creating exceptional guest experiences
• Enjoy working with a successful team in a safe environment
• Have a strong work ethic and are committed to your team
• Enjoy working in a team environment
• Enjoy working in an environment that is always growing

As part of the team they offer you:

• Comprehensive training
• Incentive and programs
• Team Tim Hortons Scholarship Program
• Advancement opportunities
• Community involvement
• free uniforms
• paid training
• benefit program
• PAID BREAKS!

COME AND JOIN THE TEAM!!

Job Types: Permanent, full time or part time, year round not seasonal.

Offers job security with no seasonal lay-offs.

Above the requirements for COVID-19 precautions, Tim Hortons have high expectations for Team Members to follow all policies and procedures to make sure they are safe as well as the guests, including:

• Eye Protection
• Hand washing
• Mask
• Shield
• Acrylic shields between team member and guests

Located at 2329 Highway 11 South, Gravenhurst.

Apply in store or e-mail timhortonsgravenhurst@outlook.com.

This post is sponsored by Tim Hortons Gravenhurst.

The post Tim Hortons In Gravenhurst Is Hiring Part Time And Full Time Staff appeared first on Muskoka411.

Many employers throughout the County of Simcoe and the District of Muskoka have found it increasingly difficult to hire and retain workers for entry-level positions in key employment sectors.  SMWDB engaged data analyst Tom Zizys to study the trends, key indicators and pressures on young job seekers over the last four decades that would explain why this is the case. In the process, he discovered some very compelling demographic and economic evidence.

The SMWDB report focuses in part on the demographic changes in the number of young people who are available to enter the workforce. The research also goes back at least thirty years to demonstrate how enrollment in secondary and post-secondary education levels has impacted the availability of young workers.

Over the same time period, pressures such as the costs of living, rental accommodation and post-secondary tuition (among other considerations) have been determining factors in whether young workers accept entry-level jobs.

Susan Laycock, Executive Director of the Simcoe Muskoka Workforce Development Board said, “Tom’s findings back up what we have been hearing anecdotally from employers for some time. Armed with this research, employers will be in a better position to make informed decisions to attract and retain younger workers for many of the entry-level positions available throughout Simcoe and Muskoka.”

The full report is available on the Simcoe Muskoka Workforce Development Board’s website at www.smwdb.com. An SMWDB Workforce Webisode interview with data analyst, Tom Zizys is available for viewing on our YouTube channel.

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