Job Descriptions Can Make or Break BC Liquor-Related Employee Acquisition, So Can Failure to Understand What Employees Want

If you are a BC liquor licensee who is experiencing problems finding employees and keeping them on the job, you are certainly not alone!

The Great Resignation during the COVID pandemic and the inflation and economic uncertainty that followed have made finding and keeping employees a challenge. Employees want and expect more on the job: more pay and benefits, flexible work hours, and a better work environment.

The Mercer 2023 Canada Turnover Survey found that the average voluntary turnover rate increased to 15.5% from 12.4% since the last survey. Only 4.1% of businesses let staff go – a decrease from 5.6% in the previous year, suggesting that employers are holding on to staff because finding a replacement hire is difficult.

According to the survey, 50.2% of all companies reported difficulty finding and keeping employees, although retail/wholesale and service businesses are having the greatest difficulty.

• Retail & wholesale had the highest turnover rate (37.4%)
• 4% of non-financial service sector businesses reported having difficulty hiring and keeping employees

The Financial Post reports that while hiring is expected to slow in Q1 2024 compared to 2023, more Canadian employers will hire than let people go. According to the Manpower Group Employment Outlook Survey cited by the Financial Post, 41% of employees intend to hire in Q1 while 16% intend to cut staff.

Although job vacancies decreased in 2023 compared to 2022, employees are still struggling to find skilled talent.

Job Description to The Rescue?

A well-crafted job description increases the chances of attracting the right candidate for a position; however, BC liquor licensees experiencing high turnover or hiring problems, should attempt to identify the cause. Job descriptions won’t remedy operational issues.

• Is pay offered in line with similar liquor businesses?
• Are you asking too much from one position?
• Does your business offer room for advancement or training?
• Have you sought feedback about turnover from current employees?
• Are work hours attractive to candidates and are hours flexible?

What Do Employees Want in 2024?

According to a Robert Half 2024 Hiring and Compensation Trends news release:

• 4 in 10 employees reported that their greatest frustration in job hunting is not being offered a pay package in line with expectations
• 35% of workers said they will look for a new job if they don’t get a raise
• 3 in 4 workers cite flexible work schedules as the top perk they want in a job
• 4 in 10 employers plan to increase starting salaries in 2024 to attract and keep highly skilled workers and 39% said they are adding new perks and benefits
• Salary transparency gives employers a hiring advantage. 63% of employees said they would not compete for a position if salary ranges weren’t provided upon request.Note: In BC, the Pay Transparency Act requires that salary or wages be listed on publicly advertised job postings. While the Act doesn’t require that job ads disclose bonus pay, overtime pay, commissions, tips, or benefits, mentioning these can make the position more attractive.
  For more information, read the BC Pay Transparency Act fact sheet (PDF).

Employee Acquisition Taking Too Much Time? Thrive Can Help

If you have a BC liquor license and your business is experiencing high employee turnover or you are having difficulty finding the right job candidates, Thrive Liquor & Cannabis Advisors can help. We’ll audit your employee acquisition process and identify issues that may be hampering your efforts. We then write job descriptions, screen candidates and provide compliance training.