EMPLOYERONE

SURVEY2020

OXFORD COUNTY RESULTS

• Web administered survey annual survey tapping into employers’ workforce challenges such as separations, reasons for separation, hiring, recruitment, hard-to fill positions, skills, and planning to hire.

• Time span of the questioning: last year, and next year.

• January 2020 was the seventh year of data collection in the London Economic Region.

• An annual survey done by most workforce planning boards in South Western Ontario.

INTRODUCTION TO

RESULTS

PART 1

THE DEMOGRAPHICS OF THE RESPONDING ORGANIZATIONS IN

OXFORD.A diverse sample by industry, by employee size, or by type of organization or location

0.94 0 0.94

5.66

23.58

1.89

14.15

4.72

0

2.830.94

10.38

0

4.72

0.94

7.55

2.83

11.32

2.83 3.77

0

5

10

15

20

25

Agricultu

re, forestr

y, fish

ing +C6:E25and…

Mining, quarry

ing, and oil a

nd gas extr

action

Utilitie

s

Constructi

on

Manufacturin

g

Wholesa

le tra

de

Retail trade

Transporta

tion and w

arehousing

Informatio

n and cultu

ral industr

ies

Finance and insu

rance

Real esta

te and rental a

nd leasi

ng

Professional, s

cientif

ic an

d tech

nical ser

vices

Management of c

ompanies and en

terprises

Administrativ

e and support,

waste

…

Educatio

nal servi

ces

Health ca

re and socia

l assi

stance

Arts, e

nterta

inment and re

creation

Accommodatio

n and food se

rvices

Other service

s (exce

pt public

administratio

n)

Public ad

ministratio

n

IN WHICH SECTOR DO YOU OPERATE?(n=106) [%]

Yes8.41%

No91.59%

IS YOUR BUSINESS A START-UP (ESTABLISHED IN THE LAST FIVE YEARS)?(n=107)

Yes No

I am a sole proprietor and work alone2.80%

"1-4"14.95%

"5-9"21.50%

"10-19"20.56%

"20-49"16.82%

"50-99"11.21%

"100-199"6.54%

"200-499"4.67%

"500+"0.93%

HOW MANY PEOPLE WORK IN YOUR ORGANIZATION? (INCLUDE FULL-TIME, PART-TIME AND CONTRACT WORKERS)

(n=107)

I am a sole proprietor and work alone "1-4" "5-9" "10-19" "20-49" "50-99" "100-199" "200-499" "500+"

Sole proprietor2.80%

Micro (1-4 employees)14.95%

Small (5-99 employees)70.09%

Medium (100-499 employees)11.21%

Large (500 + employeees)0.93%

How many people work in your organization? (Include full-time, part-time and contract workers) (n=107)

Sole proprietor Micro (1-4 employees) Small (5-99 employees) Medium (100-499 employees) Large (500 + employeees)

Branch21.57%

Head office78.43%

IS YOUR ORGANIZATION A HEAD OFFICE OR A BRANCH:(N=102)

Branch Head office

PART 2:HIRES(in the last 12 months – 2019)

Most of the responding organizations (94%) hired during 2019.They hired largely (54% of the new hires) for full-time permanent positions.

A significant proportion of the new hires (25%) were for seasonal positions .

Yes93.46%

No6.54%

DID YOUR ORGANIZATION HIRE ANY EMPLOYEES IN THE LAST 12 MONTHS?

(n=107)

Yes No

1.884.16

14.27

25.33

54.35

0%

10%

20%

30%

40%

50%

60%

Contract Part-time Contract Full-time Permanent Part-time Seasonal/Casual Permanent Full-time

New hires by type of work (n=1275)

PART 3:SEPARATONS(in the last 12 months – 2019)

A large proportion of the responding organizations (78%) experienced separations in the past year.

Most of the separation were quits (62%); a significant number of the separations were dismissals (22%).

Yes77.88%

No22.12%

DID YOUR ORGANIZATION EXPERIENCE ANY SEPARATIONS* OVER THE LAST 12 MONTHS?

(n=104)

Yes No

* Separations are defined as retirements, dismissals, permanent layoffs, temporary layoffs, quits, and other separations.

0.79

6.248.05

22.34

62.59

0%

10%

20%

30%

40%

50%

60%

70%

Permanent layoffs Retirements Temporary layoffs Dismissals Quits

AGGREGATE SEPARATIONS BY CATEGORY(n=882)

1.79

1.79

1.79

3.57

3.57

5.36

7.14

8.93

12.5

12.5

12.5

39.29

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%

Lack of motivation, laiziness, immaturity, dissatisfaction, depression

Personal reasons

Social conflict

Work was ddifficult, hard,

Quits, unknown reason

Lack of hours, accomodating hours, shifts, end of contract, etc.

Ddin't like the work, needed a change, looking for somethingdifferent, change, etc.

Bad fit, not suited for the job,

Moving, relocating, location, comute

Better pay, wages, compensation, money

Back to school

New job opportunity, career change, competitive industry, etc.

MOST COMMON REASONS FOR QUITS(n=56)

33.33

33.33

33.33

0% 5% 10% 15% 20% 25% 30% 35%

Downsizing, shortage of work, funding cuts

Economic pressure, business cycle

Delays in machinery arrival

MOST COMMON REASONS FOR PERMANENT LAYOFFS*(n = 3)

* Due to the small number of responses caution is advised in interpreting these results.

10

10

10

10

30

30

0% 5% 10% 15% 20% 25% 30% 35%

Downturn in economy

Slow period

School

Delay in machinery arrival

Seasonality

Quality of work/person

MOST COMMON REASONS FOR TEMPORARY LAYOFFS*(n=10)

* Due to the small number of responses caution is advised in interpreting these results

2.94

2.94

5.88

8.82

14.71

14.71

17.65

17.65

20.59

0% 5% 10% 15% 20% 25%

Lack of skills, skills set, lack of management skills, etc.

Big dreams

Theft

Lacks motivation, lacks effort, lacks willingness, lacks desire to dothe work, etc.

Job abandonment, didn't show up for work, didn't returned calls,unreliable etc.

Poor attendence, attendence, progressive discipline - attendence,etc.

Poor performace, performance, not productive, ineptitde, etc.

Negative attitude, insubordination, harrasment, didn't listen,negative behaviour, etc.

Not a good fit, not suited for our company, poor fit, etc.

MOST COMMON REASONS FOR DISMISSALS(n=34)

PART 4:RETENTION(in the last 12 months – 2019)

Retention is a concern for a majority of responding organizations (60%).

The top three strategies encouraging retention preferred by the responding organizations were:

1) regular increases in salary 2) employee “perks” (i.e., discounts on merchandise, company-branded clothing, staff celebrations, etc.) 3) training opportunities.

Yes59.74%

No40.26%

IS RETENTION A CONCERN FOR YOUR ORGANIZATION?(n=77)

Yes No

9.35

10.28

10.28

14.95

18.69

26.17

30.84

33.64

34.58

39.25

0% 5% 10% 15% 20% 25% 30% 35% 40% 45%

Wellness program

Regular increases in benefits

Clear promotional paths or advancement opportunities

Other (please specify)

Job rotation opportunities

Job flexibility (i.e., work from home arrangements, flex time, job sharing)

Recognition for service and/or outstanding work

Training opportunities

Employee “perks” (i.e., discounts on merchandise, company-branded clothing, staff celebrations, etc.)

Regular increases in salary

PLEASE SELECT UP TO 3 STRATEGIES YOU ARE CURRENTLY USING TO ENCOURAGE RETENTION:

(n=107)

Other strategies to encourage retention (please specify)Benefits, profit sharingShare ownership

Try or best to be as good/better than other employersApprenticeshipsGiftsEmpowerment - Ownership of sectionsIncentive program & EAPPositive and Inclusion cultureJob securityScheduling efficiencies for PSW's

We run a profit share, a set percentage of net above breakeven is split out across the teamSelf employed contractorsPension planShare tips paid to company with employees

Finding the right behaviors for the position & matching the person

Company doesn't offer much else, needs to catch up with the times.

PART 5:HARD-TO-FILLPOSITIONS(in the last 12 months – 2019)

A large majority of the responding organizations (67%) experienced hard-to fill positions in the past year.

The top 3 reasons why the positions were hard-to-fill were: 1) not enough applicants2) lack of motivation, attitude, or interpersonal

abilities3) lack of experience

Yes67.00%

No33.00%

WERE ANY POSITIONS HARD-TO-FILL* IN THE LAST 12 MONTHS?(n=100)

Yes No

* Hard-to-fill is a position that took longer than expected to fill or were not able to fill

0

0.93

1.87

4.67

5.61

8.41

11.21

12.15

12.15

19.63

21.5

21.5

22.43

36.45

0% 5% 10% 15% 20% 25% 30% 35% 40%

Inability to assess a foreign educational qualification or credential

Company is not accessible by public transit

Lack of language requirements

Company or industry concerns

No applicants at all

Only temporary and/or part-time jobs in my company

Difficult to meet job requirements (scheduling, night shifts, traveling, risk, etc.)

Inability to compete with other employers (wage, benefits, profile)

Other (please specify)

Lack of qualifications (education level/credentials)

Lack of technical skills

Lack of work experience

Lack of motivation, attitude, or interpersonal abilities

Not enough applicants

SELECT UP TO 3 REASONS WHY THE POSITIONS WERE HARD-TO-FILL:(n=107)

Other reasons for hard-to-fill position (please specify)

We do not offer benefits, no paid vacation beyond 4% (10 day mandatory shutdown), no paid sick time, bereavement, family/emergency illness etc.)Located in a small communityToo many job opportunities, carriers just keep adding trucks because they make less money per truck so they just keep adding trucks to cover their overhead.Geographical locationLack of skilled workers locallyChallenges of location in small townApplicants wage expectations were not realistic or warrantedMany cannabis users, which will not pass DOT required drug test necessary to drive transport truck across borderNot meeting lifting requirementsQuality of the Hire - skills and abilitiesNo available licensed brokersLocation - rural communityStress level

Accommodation and Food ServicesCustomer Service Representative With Car 50Management 12Cook 8Midnights 3Recreation Specialist 2

Administration and support, waste management and remediation servicesSnow Removal General labour 30+AZ Driver That Can Cross The Border (pass a drug test) 4Maintenance Crew Members 3Lawn Care/Landscape Labourer 2Experienced Manager 2

Healthcare and social assistancePersonal Support Worker 6Before and After School 5Dining Room Server 4Mental Health Therapist 3Office Cleaner 1

ManufacturingProduction Associates 50CNC Machinists 14Any Maintenance/Technical 7Millwrights 5General Machinist 5

Top 5:HARD-TO-FILL POSITIONS BY INDUSTRY (SELECTION)

Professional, scientific and technical servicesTeam Accountant 2Junior Engineer 1Accounting Clerk 1Automotive Sales 1Dental Receptionist 1

Public administrationPersonal Support Workers 21Registered Practical Nurse 9Food Service Worker/Cook 2Chief Building Official 1

Retail TradeDonor Greeter 3Warehouse/DZ Driver Part Time 1Pharmacist 1General 1Flooring Installers 1

Transportation and warehousingAZ Local Truck Driver 75Truck Drivers 50Warehouse Operator 5Long Haul Truck Driver 4Tow Truck Operators 1

Top 5:HARD-TO-FILL POSITIONS BY INDUSTRY (SELECTION)

PART 6:RECRUITMENT

A significant proportion of the responding organizations (31%) found recruitment very challenging.A significant proportion of the responding organizations (28%) found availability of workers in the Elgin-Middlesex-Oxford region poor.

The top three used recruitment methods were: 1) word of mouth2) online job boards3) social media

Very challenging31.31%

Somewhat challenging59.60%

Not at all challenging7.07% Not applicable

2.02%

IN GENERAL, HOW DOES YOUR ORGANIZATION FIND RECRUITMENT?(n=99)

Very challenging Somewhat challenging Not at all challenging Not applicable

Excellent2.06%

Good24.74%

Fair45.36%

Poor27.84%

FOR YOUR ORGANIZATION, HOW DO YOU RATE THE AVAILABILITY OF QUALIFIED WORKERS IN THE ELGIN-MIDDLESEX-OXFORD REGION?

(n=97)

Excellent Good Fair Poor

5.61

8.41

11.21

13.08

14.02

15.89

17.76

23.36

30.84

34.58

37.38

45.79

62.62

76.64

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

Other (please specify)

Newspaper ads

Executive search companies or temporary help agencies

Trade or professional association publications/sites

Job fairs

On-site recruitment at schools, colleges, or universities

On-site job signs or posters

Non-government or community employment service centres or websites

Company's own internet site

Government employment centres or websites

Unsolicited resumes

Social media

Online job boards/postings

Word of mouth/personal contacts/referrals/informal networks

PLEASE SELECT UP TO 5 RECRUITMENT METHODS YOU USE TO HIRE:(n=107)

Other (please specify)

Word of mouthAdvertise at local colleges and universities

MSCIndeedAssignment Workers - end of contract

Not applicable

PART 7:SUCCESSION PLANNING

A large proportion of the responding organizations (59%) do not have a succession plan to deal with future growth or retirements.

Yes41.24%

No58.76%

DOES YOUR ORGANIZATION HAVE A WORKFORCE SUCCESSION PLAN IN PLACE TO DEAL WITH PROJECTED GROWTH AND/OR RETIREMENTS OVER

THE NEXT 3 TO 5 YEARS? (n=97)

Yes No

PART 8:SKILLS & CERTIFICATIONS

The top three competencies employers look for in employees were: 1) Dependability2) Work ethic3) Self motivation (ability to work

with little or no supervision)

Industry specific skill and certification examples are provided. More are available to explore.

2.8

3.74

3.74

6.54

13.08

14.95

16.82

19.63

23.36

24.3

24.3

27.1

28.04

43.93

45.79

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

Analytical/research

Computer literacy

Creativity

Other (please specify)

Time management/organizational

Communication (both oral and written)

Fits with company/ mission

Professionalism

Problem solving, reasoning

Customer service

Willingness to learn

Teamwork/interpersonal

Self-motivated/ability to work with little or no supervision

Work ethic

Dependability

PLEASE SELECT THE TOP 3 COMPETENCIES YOU LOOK FOR IN EMPLOYEES.

(n=107)

Other (please specify)Able to follow directions given by owner, then do the tasks unsupervised

We require skilled labour

Holds proper certification for position

Do they fit the culture?

Can lift 50 lbs repetitively

Not applicableAttitude

Industry specific skills and certifications (selection)

Accommodation and Food Services – Technical SkillsBasic CommunicationLiteracyCritical ThinkingMicrosoftComputer technologyMathematicalReadingDefensive driving skillsG-Class licence

Accommodation and Food Services - CertificationsFood Handler's Certificate 5

Smart Serve 2

Health & Safety/First AidWHMIS

Healthcare and Social Assistance – Technical SkillsComputer Skills 4Psychotherapy SkillsRegistered ProfessionalBasic Business KnowledgeProblem SolvingAssessment SkillsTime Management

Healthcare and Social Assistance - CertificationsRegistered to a Professional College 2Masters Degree in Psychology or Social WorkEarly Childhood EducationRecreation & Leisure/Social Service/Developmental Service/PSW CertificationCPR/First Aid

Registered with College of Massage Therapists of Ontario

Industry specific skills and certifications (selection)

Manufacturing – Technical Skills (selection)Set Up Machines & Presses 5Blueprint Reading 4Mechanical 4Welding 4CNC Machinist-Complex Setup and Programming 3CAD engineering 3Basic Math skills 3Robotics 2Machining 2

Able to Use Precise Measuring Tools 2Electrical 2

IT - Computer and Software Comprehension 2Millwrighting 2

Manufacturing – Certifications (selection)Engineering 2Red Seal Welder 2Mechanical 2Electrician 2CWB Certified 2CAD Drawing 3General machinist C of A 3Tool and Die C of A 3

Red Seal CNC Machining 4Millwright 433A 5MachinistASME CertificationRobotics technicianFinishing EquipmentRed Seal Tool and DieFood Safety & Quality AuditorIndustrial Controls & Automation certificate

Industry specific skills and certifications (selection)

Soft skills (Psychological/emotional

competencies)44.94%Technical skills

(Teachable/occupation specific competencies)

55.06%

WHICH SKILLS ARE THE MOST SOUGHT-AFTER BY YOUR ORGANIZATION?

(n=89)

Soft skills (Psychological/emotional competencies) Technical skills (Teachable/occupation specific competencies)

Yes40.86%

No59.14%

DO YOU HAVE ENTRY-LEVEL EMPLOYEES THAT LACK ESSENTIAL OR FOUNDATIONAL SKILLS FOR THE JOB?

(n=93)

Yes No

7.89

18.42

23.68

26.32

31.58

31.58

42.11

47.37

0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%

Document Use

Numeracy

Reading

Writing

Computer/Digital Skills

Oral Communication

Continuous Learning

Working with Others

IF YES, PLEASE SELECT THE TOP 3 ESSENTIAL SKILLS THAT THEY ARE LACKING?

(n=38)

Yes31.87%

No 68.13%

ARE YOU INTERESTED IN ESSENTIAL SKILLS TRAINING IN YOUR WORKPLACE OR A PARTNERSHIP WITH THE LOCAL

UPGRADING PROGRAMS? (n=91)

Yes No

PART 9:PLANNING TO HIRE

A large majority of responding organizations in Oxford (79%) expressed their interest to hire in 2020.

The responding organizations in Oxford estimated that technology will affect their workforce’s skills with an average level of impact.

Yes78.95%

No 21.05%

DO YOU PLAN ON HIRING ANYONE OVER THE NEXT 12 MONTHS?

(n=95)

Yes No

3.1

3.0

2.5

1 2 3 4 5

Organization overall

Workforce's skills

Workforce's size

IN 2020, HOW MUCH DO YOU ESTIMATE THAT TECHNOLOGY WILL AFFECT YOUR:

[Avg.]

Not at all Average Profoundly

EMPLOYERONE

SURVEY2020

OXFORD COUNTY RESULTS

To view the full 2019 Employer One Survey report, visit www.worktrends.ca

For more information or if you have any questions regarding the content of this report, please contact:

Emilian SimanSenior Data Analyst, Workforce Planning and Development Boardemilian@workforcedevelopment.ca