Industries We Serve

Continued growth is in the forecast for many sectors across the construction industry, but to remain competitive, profitable, and resilient, construction companies need to overcome common and ongoing construction staffing and HR challenges including:

• Skilled Labour Shortages: The construction industry is facing a significant shortage of skilled labour, including carpenters, electricians, plumbers, and other tradespeople. This shortage is due to a combination of factors, including an aging workforce, a lack of training programs, and competition from other industries.
• Retention: Retaining skilled workers is a considerable challenge in the construction industry. Many workers leave the industry early due to the physical demands of the job, lack of career advancement opportunities, and the perception of the industry as low-paying and low-skilled.
• Technology: The construction industry is increasingly relying on technology to improve efficiency and productivity, but this also requires workers to have new skills and knowledge. Companies must not only hire for the skills needed today, but to build a workforce of adaptable labour for the skills of tomorrow.

The healthcare industry is facing numerous staffing challenges that are impacting the quality of care provided to patients and stressing an already overburdened workforce. Here are some of the major staffing challenges facing the healthcare industry today:

• Shortage of Qualified Healthcare Professionals: There is a shortage of qualified healthcare professionals, including doctors, nurses, and support staff in communities across North America. This has resulted in increased workloads and burnout among existing staff, leading to a smaller candidate pool for employers to access and a decrease in the quality of care provided.
• High Turnover Rates: Many healthcare professionals experience burnout and stress due to the long hours and high-pressure work environment. This leads to high turnover rates, which can make it difficult for healthcare organizations to retain qualified teams of healthcare providers.
• Geographical Imbalances: There are geographical imbalances in the distribution of healthcare professionals, with many rural areas and low-income neighbourhoods attracting fewer healthcare professionals than urban areas. This makes it difficult for employers in these areas to deliver quality health care.
• Increased Demand for Healthcare Services: As the population continues to age, there is an increased demand for healthcare services. This puts pressure on healthcare organizations to provide high-quality care while also managing costs.

The manufacturing industry is a changing landscape as consumer demands and expectations prompt digital transformations like automation and robotics, dictate sustainability and environmentally responsible practices, and organizations struggle to control costs and remain competitive. Some of the biggest challenges facing the manufacturing industry are:

• Labour Shortages: There is a shortage of skilled workers in the manufacturing industry. As the workforce ages, there is a lack of trained workers to replace them and the manufacturing industry faces increased competition from other industries for skilled labour.
• Skills Gaps: Many workers do not have the necessary skills to work in modern manufacturing environments, which often require knowledge of automation, robotics, and advanced technologies.
• Diversity and Inclusion: The manufacturing industry struggles to attract a diverse workforce, with women, Indigenous people, and minorities underrepresented in many roles.
• Retention: Due to the increased competition of skilled labour across many industries, talent loss impacts the manufacturing industry. High turnover rates can be costly for manufacturing companies, and employers need to prioritize a positive work environment and offer competitive compensation structures to retain their most valuable employees.

As companies strive to increase revenue, connect with customers, develop their brand, and remain competitive in a changing landscape, sales and marketing roles are more in demand than ever. Marketing organizations are challenged with:

• Recruitment: To attract top sales and marketing talent, companies may need to leverage non-traditional platforms to connect with potential candidates. 
• Retention: Companies invest significant resources in recruiting and training sales and marketing professionals, but fail to prioritize retention. With high demand, sales and marketing professionals often receive attractive job offers from competitors or seek the next best opportunity, resulting in high employee turnover rates. This turnover can have a significant impact on company productivity and profitability and drain time and money resources.
• Connecting With The Right Candidates: Companies building their sales and marketing teams need to consider diversity and inclusion and strive to create an inclusive and diverse workplace that represents the customers they serve. This means attracting and retaining employees from a range of backgrounds, cultures, and career journeys to build the most creative and forward-thinking teams.

The tech industry is one of the most rapidly growing and dynamic industries in the world today. With the increasing demand for digital transformation and innovation, companies in the tech industry need comprehensive strategies to build competitive tech workforces. Just some of the staffing challenges facing the tech industry are:

• Competition For Top Talent: The demand for tech talent far outweighs the supply, resulting in a highly competitive job market where companies struggle to attract and retain qualified employees. The shortage of advanced workers is further compounded by the rapid pace of technological advancement, which requires companies to constantly update their skill requirements.
• Diversity And Inclusion: Women and minorities are underrepresented in the tech industry as many companies struggle to create inclusive workplaces. This lack of diversity not only limits the talent pool but also leads to a lack of perspective and creativity within the industry.
• Rapid Change: Companies need to be able to adapt quickly to technological changes and be agile in their recruitment strategies. The increasing adoption of remote work structures and the need for a global talent pool also present challenges for companies in terms of hiring and managing staff effectively.

Some of the tech industry’s most highly-sought candidates are software developers, web developers, AI integration specialists, user experience (UX) specialists, full-stack developers, project managers, and blockchain engineers.

Matrix HR delivers powerful staffing and HR solutions to fortify your tech workforce including proactive recruitment strategies, leveraging partnerships with educational institutions, and supplementing your HR offerings to allow you to focus your efforts on growth and profitability. Our strategies prioritize inclusive workplaces and developing processes to attract diverse talent. Our EOR strategies can help you adopt remote work structures and international talent resources and integrate technology to streamline recruitment processes and productivity.