Many local employers in the sector are facing large talent shortages, including for customer service, culinary, outdoor experiences, and leadership roles. While the talent shortage has multiple causes, including a lack of local training for roles in the sector and lack of interest and understanding of career opportunities, it affects local businesses in a variety of ways. Many businesses have amended their operating hours to limit the overhead costs associated with staffing and wasted supplies, while some have shortened their season to create more demand in a limited timeframe.

While many of these challenges don’t have quick solutions, there are opportunities for businesses to alleviate their talent shortages in our community. Partnerships with local post-secondary institutions and training providers will allow for more localized training programs for jobseekers and students that are interested in working in the sector. More training programs available will also inform students of the long-term careers they can have in the sector, which is not as clear to may currently. These partnerships will also allow for more experiential learning opportunities for students, improving their skillsets for working in the industry and improving the retention capacity of their employer hosts. Increasing promotion of the sector with younger students and jobseekers will also increase the talent pool for local employers to recruit from, highlighting the flexibility that is available for roles in the sector and the variety of career pathways that exist across multiple industries. It is also important when recruiting to look at the available workforce, including newcomers to our region, students, persons with disabilities, and racialized persons. In order to improve recruitment strategies, you need to target those that are eager to work in a meaningful career.

Recruitment

Creating an Effective Job Posting 

Tailoring job postings to current jobseekers is essential for attracting the right type of talent. Making sure your job posting appeals to today’s job seeker will allow your organization to attract the right candidates with desired experience and skill sets. When jobseekers have a clear understanding of a role and its expectations, they can make more informed decisions about whether to apply. This will help make the recruitment process more efficient for employers by reducing the likelihood of unqualified candidates applying and increases the chance of finding candidates that meet your accurate expectations. Outdated or poorly crafted job postings also may create a negative impression about your organization and decrease your chances of finding high quality candidates. In a job market that is becoming increasingly competitive, it is key for employers to ensure they are addressing and improving their job posting creation process. 

1. Job Title 

  • Be clear, concise, and accurate with job titles. Employers can learn what other organizations are using in their job postings with a quick scan of job boards.  
  • Using simple terminology will allow candidates to find the job postings more easily when searching for jobs. 
  • For example, “Bartender” instead of “Behind the Bar Server and Mixologist” 

2. Company Overview 

  • Include a brief and concise description of your company, its mission, and values. 
  • Highlight any unique aspects that make your company an attractive place to work and showcases your company values and what new staff should know before they start. 

3. Job Description 

Job descriptions should include a brief summary of the role, key responsibilities, required and preferred qualifications, skills, and working conditions. 

  • Brief summary: Provide a brief overview of the role, who the position reports to, and its primary responsibilities. 
  • Key responsibilities: Clearly outline the day-to-day tasks and duties the candidate will be responsible for. Use bullet points for easy readability. Prioritize the most critical responsibilities. 
  • Required and preferred qualifications: List all essential qualifications required for the role (ex. Education, experience, skills). List preferred qualifications that would make the candidate stand out in their application. Be sure not to include a wish list of skillsets in the required qualifications, but rather the base level qualifications and additional skills sought in the ‘preferred’ section. You may limit the number of applications you receive if the requirements list is too exclusive. 
  • Skills: Detail the specific skills necessary for success in the role. Mention any specific tools or technologies the candidate should be familiar with. 
  • Working Conditions: Include information on the setting that the role will work in (including working inside or outside at a desk, on water, etc.) as well as the physicality involved in the role (including working in the heat, lifting heavy items like kegs, etc.) 

4. Company Culture 

  • It is beneficial for employers to include insight into company culture and the work environment. They can describe the values and characteristics that are important for success within their team. 
  • A good way to promote your company’s culture and inclusivity through a job post is to mention any recognition programs or workplace incentives your organization offers to its current employees. These programs could include free company lunches, team events, funded professional development, and more. 
  • For example, “ABC Restaurant values strong customer service as well as a positive environment for staff. Staff have opportunities to participate in team activities, professional development, and are consistently recognized for strong efforts in their roles. Professional development and certifications are encouraged and reimbursed as available. Staff will be provided mental health resources and services through our Employment Assistance Plan as part of their benefits package. Throughout the year, ABC Resort hosts staff events, that are paid and during work hours, where team members can bond in a comfortable setting, participate in activities across the region, and share initiatives that they would like to see our company take on to better support our mission. 

5. Compensation and Benefits 

  • As of March 21, 2024 job postings are now required to include wage and salary details. In addition to being required, job postings will be more attractive to potential candidates if they outline any benefits offered by an employer. 
  • Outline the benefits the company offers (ex. Health insurance, flexible hours, professional development opportunities, etc.) 
  • You may also want to mention any unique perks or incentives that may be unique to your own organization and not typically offered at other organizations in your industry. 
  • It is important for employers to include expected wage ranges for roles in job postings. This will avoid wasting time on candidates who have applied to a job posting but may pull out of the hiring process later when they are presented with an expected wage range or salary. 
  • For example, “W-E Tours provides a living wage to all employees. Tour Lead wages range from $19-23/hour, plus tips . We offer flexible schedules for staff that need to adjust their start and end times, while allowing for shift swapping with other staff members if needed. Our benefits package includes access to Inkblot, providing free counselling sessions and mental health resources. W-E Tours also provides quarterly Professional Development days for those looking to update their skills or earn new certifications.  

6. Application Process 

  • Provide clear instructions about how candidates should apply and specify any required documents (ex. Resume, cover letter, proof of certifications). 
  • Make sure to include a deadline to apply. 
  • Employers will also want to include contact information to provide a point of contact for questions or additional information. This includes an email address or phone number candidates can reach out to that is actively monitored. 

7. Additional Tips 

  • Always use inclusive language to attract a diverse range of candidates and avoid the use of biased language that may discourage certain groups from applying. 
  • Use relevant keywords that will help enhance the visibility of your job posting in online searches. 
  • Use company branding to your advantage – it makes the posting more recognizable, appealing, and professional. 
  • Employers should utilize different means to disseminate their job postings to ensure they are reaching as many qualified candidates as possible. This includes the use of a variety of job boards, social media outlets, and connecting with organizations like post-secondary alumni groups, employment service providers, and professional certification occupation groups. 

 Develop or Scout the Talent You Want

Connecting with post-secondary institutions can be a highly effective strategy for recruiting talent in the tourism and hospitality industry. By proactively engaging with post-secondary institutions and offering valuable opportunities, you can create a pipeline of talented, motivated individuals eager to enter the tourism and hospitality industry. If you are in need of new talent or are seeking those with a specific skillset, take an active role in talent development. 

1. Develop Relationships with Career Services: 

  • Partner with Career Centers: Establish a relationship with the career services offices at colleges and universities. They can help you advertise job openings, internships, and co-op positions directly to students. 
  • Participate in Career Fairs: Regularly attend career fairs hosted by these institutions. These events are a great opportunity to meet potential candidates and showcase your company. 

2. Offer Internships and Co-op Programs: 

      • Create Internship Programs: Offer structured internship programs that provide students with hands-on experience. This allows you to assess potential long-term employees while providing students with valuable industry experience. 
      • Collaborate on Co-op Programs: Partner with institutions that offer co-op programs, allowing students to work with your company as part of their academic curriculum. 

      3. Guest Lecturing and Workshops: 

      • Volunteer as Guest Lecturers: Offer to speak in classes or at events on topics related to tourism and hospitality. This helps build your company’s brand among students and positions you as an industry leader. 
      • Host Workshops and Seminars: Conduct workshops on industry trends, career development, or specific skills that are relevant to the industry. This can also be a way to identify and attract top talent. 

      4. Engage in Curriculum Development: 

      • Advisory Roles: Offer to serve on advisory boards or committees that help shape the curriculum for hospitality and tourism programs. This ensures that the skills taught align with your industry needs. 
      • Collaborative Projects: Work with faculty to design real-world projects for students that can also benefit your business. This provides students with practical experience and gives you a sneak peek at emerging talent. 

      5. Build Long-term Partnerships: 

      • Consistency is Key: Regularly engage with the institutions, not just when you need to recruit. Building a consistent presence can help you stay top of mind among students and faculty. 
      • Tailored Approaches: Understand the unique characteristics and needs of each institution, and tailor your approach accordingly. Some schools may have strong culinary programs, while others may excel in hotel management. 

      6. Connect with Local Training Programs

      7. Promote your Company as an Employer of Choice

      • Promote your company’s culture, career development opportunities, and commitment to employee well-being. 
      • Share success stories of past interns or recent graduates who have advanced within your company. This demonstrates career growth potential within your organization. 
      • Organize company tours or open houses specifically for students. This allows them to experience your company culture firsthand and understand the opportunities available. 
      • Host Q&A sessions with current employees, especially those who are recent graduates, to give students insights into their potential career paths.

      8. Host Experiential Learning Opportunities 

      • Experiential learning opportunities are hands-on learning experiences that help students prepare for future employment. Examples of experiential learning could include a co-op placement, an internship, an apprenticeship, an extra-curricular activity, a volunteer experience, an employer presenting to a class, a field trip, or a job shadowing experience. There are a variety of programs available that have different placement lengths and learning goals. This means that you’ll be able to find a learning program that fits your workplace needs. 
      • Find applicable programs here. 
      • Become an Open Doors EmployerOpen Doors Employer, who welcomes in students (or provides staff) for experiential learning opportunities like tours, speaking engagements, or placements (ex: co-op, apprenticeships, or internships). If you have staff and an atmosphere that will get students excited about your industry, list your experiential learning opportunities on the Opportunities page.Including co-op students in your workforce offers benefits like experiential learning, allowing students to gain valuable experience while reducing training costs for your company. It also lets you tailor training to fit your business needs and promote careers in the sector. This ensures students are better prepared for their field and leads to more qualified candidates for your team in the long run. 
      • Additionally, the government of Ontario allows businesses who take on co-op students to claim up to $3000 for each work placement as part of the Cooperative Education Tax Credit, to cover any expenditures associated with their experiential learning program involving secondary or postsecondary students, as well as wage subsidies for taking on a post-secondary student through the Student Work Placement Program.

      How to Recruit the Available Workforce

      The labour force in Windsor-Essex includes a large percentage of highly skilled and qualified newcomers and immigrants. One in four Windsor-Essex residents is an immigrant and over 15,000 newcomers settled in the region between 2016 and 2021.  We also have a large population of youth, with 81,035 youth in our community between the ages of 15 and 29 as of 2021. It is important to consider the diversity of the available workforce in our community and adapt your recruitment strategies appropriately. 

      1. Networking and Community Engagement 

      • Build partnerships with local employment, settlement, and community organizations. There are many local organizations that seek to build connections between newcomers, youth, Indigenous persons, racialized persons, persons with disabilities and employers. Below is a list of local organizations that employers can connect with to network more effectively with jobseekers: 
      • Windsor Regional Employment Network 
      • Can-Am Indian Friendship Centre Of Windsor 
      • Assisted Living Southwestern Ontario 
      • Centre communautaire francophone Windsor-Essex-Kent 

      2. Develop Inclusive Job Postings 

      • Use inclusive language and avoid potential bias in job descriptions. 
      • Clearly communicate your commitment to diversity in recruitment materials. Organizations that have clearly stated commitments to diversity will be more attractive to top talent from diverse and qualified jobseekers. 
      • Seek out those that have previous experience that matches what your needs, regardless of the country they worked in. Employers are no longer permitted to include “Canadian work experience” as a requirement for hiring in job postings. 
      • Keep in mind that we have a large available workforce of Internation Students that are eager to work in our community. Students can currently work up to 20 hours per week, with potential increases to be announced to ensure that students can earn a wage that aligns with the cost of living. When hiring for part-time positions, it is important to consider those that are ready, interested, and skilled to work in our community. 

      3. Provide Accessible Information 

      • Provide written materials in multiple languages where appropriate for the role. Many of the organizations listed above can support with on-site onboarding and orientation sessions and paperwork as needed. ChatGPT can also be an effective resource for quick and free translation of materials and offers translation for a wide range of languages. 
      • Ensure that essential information, including health and safety materials, HR forms, and employee handbooks, are accessible and easily understood by all employees. 
      • Ensure that all job posting information shared, as well as information on your website, is AODA compliant to best serve jobseekers with disabilities. For example, consider the colour combinations used on promotional materials, and share information in plain text to ensure readability by screen readers. 

      4. Use Language Support Programs 

      • Employers can pair new employees with more experienced employees who speak the same language to limit the impact of a language barrier. An example of a model that can be used is a triad model, where three staff members work together: a newcomer who is learning English, an established worker who speaks both English and the language of the newcomer, and an established worker who speaks English. 
      • Provide resources for improving communication skills of employees. For example, Occupation-specific Language Training (OSLT) can be accessed at no cost for newcomers to develop language and communication skills for the workplace. This training can also be conducted at your workplace to limit the commitment for employees. 

      5. Support Mentorship Programs 

      • Establish mentorship programs for new employees in the workplace. 
      • These can be formal or informal relationships that will help ease potential feelings of exclusion and provide professional development opportunities. 
      • Job shadowing opportunities are an excellent way for newer staff members to learn about different roles and responsibilities within organizations. 

      6. Addressing Bias and Discrimination 

      • Top down and bottom up advocates need to exist to make a company or culture shift to acceptance where perhaps it may not have existed. 
      • Establish clear workplace policies against discrimination. 
      • Provide channels for reporting and addressing incidents promptly and effectively. 
      • Tap into the services of experts to address concerns or policy development to ensure you have clear definitions, expectations, and consequences.  
      • Consider participating in the 50/30 Challenge to access resources, workshops, and advisors on business and diversity. The 50–30 Challenge is a Canadian initiative aimed at increasing diversity and inclusion in workplaces. It encourages organizations to meet two main goals: 
      • Achieving gender parity (50% women and/or non-binary people) in senior management and board roles. 
      • Ensuring that 30% of these roles are filled by individuals from equity-deserving groups, including racialized people, Black people, people of colour, people with disabilities, 2SLGBTQ+ individuals, and Indigenous Peoples. 
      • Conduct or hire organizations to hold workshops to enhance cultural awareness and sensitivity among employees and in the workplace. 
      • Workforce WindsorEssex’s Newcomers: Your Skilled Workforce aims to help employers better understand the importance of a diversified workforce and making meaningful use of skill sets that are already available in our community. It will help support employers recruit and integrate newcomers and immigrants in the workplace and can be used as an additional resource. 
      • Foster an inclusive workplace culture that values diverse perspectives. 
      • Ensure that your workplace is physically accessible for customers as well as staff. 

      7. Create Tailored Training Programs 

      • Develop training initiatives to bridge skill gaps. 
      • Offer professional development opportunities for career advancement. 

      8. Create Flexible Work Policies 

      • Implement flexible work arrangements to accommodate diverse needs. 
      • Offering shorter shift options or part-time roles can support those with disabilities that impact their capacity to work longer hours. 
      • Employers may want to set aside a space that can be used as a quiet observance room to respect cultural practices. 
      • A common barrier newcomers and immigrants face is transportation. This can be addressed by employers through the encouragement of carpooling so that members of your workforce can travel to work and home together.  

      Adopting a Shared Service Model

      Many tourism and hospitality businesses are small or micro-sized, where owners often juggle HR, operations, bookkeeping, and more. Recruiting and retaining staff can take up valuable time, competing with daily operations. However, hiring extra staff or outsourcing these tasks is a cost many businesses can’t afford. 

      A shared service model can help by allowing multiple businesses to share an employee and split the compensation costs. This approach enables businesses to collectively recruit, onboard, and address retention challenges. The model is already used in other sectors, such as healthcare through the Transform Shared Services Organization. Local employers could collaborate or form a formal association to manage shared employees. 

      This model could also help businesses afford benefits packages, accounting services, or scheduling platforms by sharing operational costs, offering valuable services to staff. 

      Establish a Shared Goal

      • Members should agree on shared priorities and identify positions or services that can be efficiently shared across businesses. 
      • Define the scope of work and specific duties for shared staff. 

      Hire the Right Person 

      • Leadership from all participating businesses should be involved in the hiring process. 
      • The position should be clearly defined, including workload and responsibilities across multiple businesses. 
      • Roles could vary from staffing and policy harmonization to technology, training, and communications. 

      Support and Retain Shared Staff 

      • Assign a clear point of contact for task management and work direction. 
      • Include shared staff in team events and meetings to ensure smooth communication and integration. 
      • Offer flexible work arrangements, including remote options and in-person meetings with staff and employers.  

      Maintain and Evolve the Shared Services 

      • Hold regular meetings to assess and adjust shared services based on the needs of the group. 
      • Continuously explore new services or initiatives to enhance the operational and HR support for member businesses. 

      This shared service model can reduce costs while helping businesses streamline HR functions, improving staff retention, and enhancing overall operational efficiency. 

      Retention

      Non-compensation benefits and perks 

      Incorporating more flexibility for staff in the tourism and hospitality industry can lead to increased employee satisfaction, reduced turnover, and a more resilient workforce. By incorporating these strategies, businesses in tourism and hospitality can create a more flexible work environment that meets the needs of their employees while maintaining high levels of service and operational efficiency. 

      1. Flexible Scheduling: 

      • Regularly communicate with staff to understand their needs and preferences regarding flexibility. An open dialogue ensures that flexibility policies are effective and appreciated.  
      • Offer a variety of shift lengths and start times, allowing employees to choose what best fits their lifestyle. For example, some employees might prefer working longer shifts on fewer days, while others might prefer shorter, more frequent shifts. Offer part-time positions with clear paths to full-time roles if desired. This can be particularly attractive to students, parents, or those seeking a better work-life balance. 
      • Allow two employees to share one full-time position. This can be especially useful in roles that require coverage during specific hours, enabling each employee to work part-time hours while ensuring full coverage. This would also allow align with the availability of International Students. 
      • Give managers the autonomy to adjust work schedules and duties based on their team’s needs and the business’s operational demands. 

      2. On-Demand Work: 

      • Implement a system where employees can sign up for available shifts on demand, similar to a gig work model. This can be especially useful during peak seasons when extra hands are needed but staffing full-time roles isn’t necessary. 
      • Offer temporary contracts during busy periods, giving employees the flexibility to work when it suits them and take time off when demand decreases. 

      3. Employee Well-being Programs: 

      • Allow employees to take mental health days without penalty, recognizing the importance of psychological well-being. 
      • Provide access to wellness programs, such as fitness memberships, counseling services, or mindfulness training, which can help employees manage stress and maintain a healthy work-life balance. 
      • Partner with a third-party provider that specializes in Employee Assistance Programs (EAPs) services. These providers offer a range of support services, including counselling, mental health resources, financial advice, and legal assistance, on a contract basis rather than as part of an employee benefits package. 
      • Ensure that the EAP is easily accessible to all employees, with confidentiality guaranteed. Access can be provided through a dedicated phone line, online portal, or mobile app, where employees can directly seek help without going through HR. 
      • Make the EAP available to all employees, regardless of their employment status (full-time, part-time, seasonal, or temporary). This inclusivity fosters a supportive work environment for everyone. 
      • Conduct regular awareness campaigns to inform employees about the EAP, how to access it, and the types of support available. Use posters, emails, team meetings, and onboarding sessions to ensure all employees are aware of the program. 
      • Establish Employee Resource Groups (ERGs), made up of volunteer employees from across the organization who drive inclusive change and provide insights about the needs of diverse employees and clients. They support local communities and help colleagues feel valued because of their differences, not despite them. 
      • Establish ERGs focused on supporting newcomer and immigrant employees. 
      • Encourage participation and leadership within ERGs. 

      4. Technology-Driven Flexibility: 

      • Use technology to allow employees to manage their schedules, request time off, and swap shifts easily. Apps like When I Work, Deputy, or Shiftboard can make this process seamless. 
      • Utilize communication platforms that enable employees to stay connected with their teams and managers, even if they aren’t physically present, ensuring they don’t feel out of the loop. 

      5. Encourage Continuous Learning  

      • Cross-train employees in different roles within the organization. This not only enhances their skills but also allows them to move between roles based on their preferences or the company’s needs, providing a form of flexibility in their work. 
      • Suggest and support staff to participate in upskilling programs, including Literacy and Basic Skills, English classes, or sector-specific certifications (ex. Smart Serve, Leadership training, Indigenous cooking techniques, etc.). You may have staff that nee support to improve their skills, as well as some staff that are looking to take on new roles. 

      6. Provide Management Training

      7. Celebrate Promotions and Milestones 

      • Regularly celebrate and announce employee promotions and career milestones within the company. This not only recognizes individual achievements but also shows new hires that advancement is possible and valued. 
      • Hold events or ceremonies that honour employees who have reached significant career milestones, showcasing the company’s commitment to career development. 

      How to Showcase a Career Path for New Staff 

      Showcasing potential career paths during the onboarding process can help tourism and hospitality employers inspire and retain entry-level staff by demonstrating that there are opportunities for growth within the organization. By incorporating these strategies into the onboarding process, employers in tourism and hospitality can effectively communicate the potential for growth and advancement, motivating new employees to invest in their careers with the company. 

      1. Detailed Onboarding Materials: 

        • Include visual charts or diagrams in the onboarding materials that map out potential career paths within the organization. Show the progression from entry-level roles to more advanced positions, highlighting the skills, experience, and time typically required for each step. 
        • Provide descriptions of various roles at different levels within the company, along with the competencies needed for each. This helps new employees understand what’s required to advance. 

        2. Offer Learning Experiences with Other Staff

        • Pair new hires with a mentor who has successfully progressed in their career within the company. This mentor can provide guidance, answer questions, and share their own career journey. 
        • Allow new employees to shadow more experienced staff in different roles during their onboarding. This gives them insight into what other positions entail and the steps needed to reach those roles. 
        • If feasible, offer rotational programs where new hires can spend time in different departments, giving them a broader understanding of the organization and potential career paths. 
        • Organize internal networking events where employees can meet and learn from colleagues in different roles and departments. 

        3. Career Development Activities 

        • Include workshops in the onboarding process that focus on career development within the company. Topics could include how to set career goals, the importance of networking, and how to seek out professional development opportunities. 
        • Offer sessions on skills that are critical for advancement, such as leadership training, customer service excellence, or specific technical skills related to the industry. 
        • Encourage and facilitate attendance at industry conferences, seminars, and networking events. Exposure to the broader industry can help employees understand the various career paths available and see how others have advanced. 

        4. Clear Communication of Promotion Criteria 

        • Clearly outline the criteria for promotions and advancements during onboarding. Let new hires know what is expected in terms of performance, skills, and experience to move up within the company. 
        • Establish a process for regular performance reviews and feedback sessions that are linked to career development, helping employees understand where they stand and what they need to do to progress. 

        5. Personalized Career Planning 

        • Work with new hires to develop personalized career plans during the onboarding process. This can include setting short- and long-term career goals, identifying necessary training, and outlining potential career trajectories. 
        • Introduce employees to available development programs, such as management training, certifications, or continuing education, that can help them achieve their career goals. 

        6. Regular Career Path Presentations 

        • Hold regular sessions where different departments present career opportunities and potential paths within their teams. This helps employees see the full range of possibilities within the company. 
        • Invite senior employees or industry leaders to speak about their career journeys, providing inspiration and insight into the potential for growth. 

        Mentorship

        In the tourism industry, where adaptability and personal development are key, mentorship programs offer a powerful way to engage and grow your team. This guide provides essential steps for creating a successful mentorship program, specifically suited to the fast-paced and service-oriented nature of tourism. From fostering voluntary participation to aligning mentorships with career goals, we offer practical advice for developing guidelines, training mentors, and using technology to enhance communication. By implementing these strategies, tourism employers can cultivate a skilled and motivated workforce ready to meet industry demands and deliver exceptional guest experiences.

        1. Encourage Participation  

        • Mentorships should be encouraged but also voluntary. Making mentorship programs voluntary will ensure that participation is genuinely out of interest and commitment. You do not want to force unwilling employees to enter mentorships.  
        • It is important to showcase the benefits of engaging in mentorship so that interested employees volunteer.  
        • It is important for senior employees to participate in the program to show their buy-in and support of the overall process.  

        2. Develop Guidelines and Expectations  

        • Establish a formal mentorship program between employees with defined roles and responsibilities.  
        • Guidelines for a mentorship program should be outlined before a mentorship is formed, allowing participating employees to be aware of desired outcomes, expectations, and reporting progress to management.  
        • Organizational mentorship guidelines should be developed to outline program details, expectations, and best practices.  

        3. Train Your Mentors  

        • If possible, provide training for mentors to enhance mentorship capabilities, such as effective communication and coaching skills.  
        • Employers can look to organizations in the Windsor-Essex region that offer this type of training for their employees, such as University of Windsor Continuing Education or St. Clair College Corporate & Professional Training.  

        4. Have Regular Check-ins  

        • Regular check-ins should be scheduled with mentors and mentees to discuss progress and address any identified issues and challenges.  
        • Always collect feedback from mentors and mentees for continuous improvement purposes.  
        • Effective mentorships will integrate continuous improvement and learning into daily tasks so that the completion of work is not put at risk in mentorship programs. 

        5. Match Staff Based on Goals 

        • Mentorships should be aligned based on specific goals and areas of expertise whenever possible. 
        • Mentees can be provided with an option to request a specific mentor they would like to learn from, including reasons why and specific skills or experience they would like to learn. 

        6. Use Technology 

        • The use of technology and digital platforms can help facilitate virtual mentorship. 
        • Messages or recordings can be left for mentors/mentees in between meetings. 
        • Some platforms to use include Slack, Microsoft Teams, Zoom, Drop Box, Google Meet. 

        7. Provide Incentives 

        • Mentors and mentees should be recognized and rewarded by employers with the introduction of recognition programs or incentives for participants. 

        Knowledge Sharing 

        In the tourism industry, where knowledge and experience are invaluable assets, fostering a culture of knowledge sharing can greatly enhance your team’s effectiveness and adaptability. This guide offers practical strategies for identifying internal experts, promoting open communication, and facilitating cross-departmental collaboration to ensure that valuable insights are accessible to all employees. By establishing a central knowledge repository and investing in employee skills through opportunities like the Canada-Ontario Job Grant, tourism employers can empower their teams, drive innovation, and ultimately improve service delivery to guests.

        1. Find Your Experts 

        • Identify employees with valuable expertise and knowledge. Specify which skills or knowledge you would like them to share with other employees. 
        • You should prioritize experience or skills that have been gained working at your company and may be difficult to build outside of your organization. 
        • Consider external experts to share insights and experiences. 

        2. Create Open Communication 

        • Employers should create a working environment where employees feel comfortable sharing knowledge and seeking guidance to organically promote active knowledge sharing, in addition to creating more formal processes. 
        • This can be achieved by promoting open communication between employees, which will help facilitate knowledge exchange. 
        • Organize events that promote knowledge sharing, such as workshops and seminars. 

        3. Go Across Departments 

        • Knowledge sharing techniques should not remain siloed. 
        • Cross-department knowledge sharing is extremely important to promote and facilitate exchange of diverse perspectives and expertise. 
        • When possible, opportunities should be created for employees to work on cross-functional projects. 

        4. Save Your Knowledge 

        • Create a central repository (physical or virtual) for knowledge sharing materials accessible to all employees. 
        • Make sure this repository is regularly tracked and updated and that backups are made. 

        5. Invest in Your Staff’s Skills

        • The Canada-Ontario Job Grant (COJG) helps employers invest in their workforce by providing up to $10,000 per employee for training costs. The training must be delivered by an eligible third-party provider. Large employers (100+ employees) contribute 50% of the training costs, while small employers (fewer than 100 employees) contribute 1/6 of the costs. 

        Managing a Multi-Generational Workforce 

        Each generation of workers possesses unique personality traits and values. It is important for employers to understand differences that are part of generational identities but must also keep in mind that these groups cannot be generalized. Each generation has diverse perspectives, experiences, and skills that they bring to the workplace and it is crucial for employers to understand their workforce from a multi-generational viewpoint. Gaining an understanding of what each generation brings to the table at an organization will allow for improved collaboration, employee engagement, talent retention, adaptability, enhanced communication, effective knowledge transfer, and a more inclusive work environment. 

        1. Understand Generational Differences 

        • Become familiar with characteristics, preferences, and communication styles of different generations. This knowledge can be attained through the creation and use of a survey for employees that allows them to identify how they work. Survey results can be analyzed by employers to customize work strategies based on the makeup of their organization’s workforce. 
        • Treat all individuals uniquely – not everyone from a specific generation always fits the same mould. 
        • Employers can accommodate different generational lifestyle needs by offering flexible work hours or remote work options where possible. This can benefit employees in many ways, including providing support to those with childcare or caregiving needs. 

        2. Promote Inclusive Communication 

        • Different generations may have their own preferences for means of communication. Employers should implement a healthy mix of in-person meetings, emails, instant messaging, and other collaboration tools. They can narrow down which communication channels they use by gathering feedback from staff on which channels they prefer to limit experimentation. 
        • Expectations should be clear to avoid any misunderstandings. Open dialogue should be encouraged, and feedback should be given consistently. Employers should establish both form and informal opportunities for employees to provide feedback, such as setting reoccurring meetings with staff and providing open doors hours in their schedule for employees to have a chance to provide feedback. 

        3. Create a Mentoring Program 

        • Employers can create mentorship programs to pair employees from different generations to promote knowledge sharing, skill development, and help to build a sense of camaraderie in the workplace. 
        • Younger employees can also effectively mentor older employees, especially with areas like technology and digital trends. 

        4. Recognition and Rewards 

        • Acknowledgements and rewards should be delivered in ways that different generations appreciate. For example, some may value public recognition, while others may prefer private recognition. This can also differ depending on the individual, not necessarily what generation they belong to. 
        • Recognition can be offered in tangible forms depending on employee preferences, such as gift cards, plaques, professional development opportunities, tech accessories and gadgets and more. 
        • A range of benefits should be offered to employees to cater to various life stages and preferences, such as wellness programs, professional development, or flexible spending accounts. 

        5. Promote Team Building 

        • Activities should be organized to promote teamwork. Events should be considered based on diverse interests and preferences. 
        • Events can be as simple as team lunches in the office or organized team building events outside of the office or office hours. The type of team building activity chosen should be based on the preferences of your employees. 
        • Employers should always embrace and celebrate diversity within their workforce and learn to appreciate the unique perspectives each generation brings to the table. 

        6. Provide Continuous Learning Opportunities 

        • Offer training programs that appeal to different learning styles. For example, older employees may prefer more traditional methods and younger employees may prefer digital and/or interactive learning. 
        • There are numerous organizations in Windsor-Essex that can accommodate customized needs of businesses for training and development. The University of Windsor Continuing Education offers workplace training and custom corporate offerings, which can be delivered online, in-person, or in a hybrid format. St. Clair College and the Windsor-Essex Small Business & Entrepreneurship Centre also offer a variety of corporate and professional training options for businesses in the region. 

        7. Foster a Culture of Respect 

        • All individuals’ contributions should be valued, regardless of their age. This can be accommodated by creating an open-minded and inclusive culture. 
        • Always be aware of potential age-related biases and stereotypes. Environments should be created where employees are judged based on their skills, expertise, and contributions. 
        • Common workforce procedures where biases can often present themselves include recruitment, promotions and advancements, training and development, team dynamics, workplace policies, performance evaluations, workplace culture, technology implementation and adoption, and access to opportunities. 

        8. Regularly Evaluate and Adjust Strategies 

        • Regular feedback mechanisms should be established to gauge the effectiveness of your strategies. Adjustments can be made based on changing needs and dynamics of your multigenerational workforce. 
        • Feedback can be collected through scheduled check-ins with employees, surveys, focus groups, suggestion boxes, exit interviews, performance reviews, through digital platforms, and social media or other collaboration tools. There should always be methods for employees to give anonymous feedback, as well. 

        Leadership Training can be found at the following organizations in Windsor-Essex: University of Windsor Applied Leadership Program, The Knowledge Academy Leadership Training, Dale Carnegie Leadership Training for Managers, and Kalculated Decisions Software Development, Training – Leadership. 

        Employers can host knowledge sharing sessions where employees from different generations can share expertise and learn from one another.This can also be an opportunity for more senior employees to provide mentorship and knowledge transfer to newer employees about their experience and skills they have developed working at the organization. 

        How to be a Strong Seasonal Employer 

        A consistent challenge for many employers is: how do they hold on to their staff when they close for half the year. Seasonal employment, most commonly in the spring and summer months, often limits the talent pool for employers when most jobseekers want work that’s more consistent and stable. However, there is opportunities for traditionally seasonal employers to expand their service offerings into other seasons or look to collaborate with other seasonal businesses to create a shared taskforce.  

        1. Look at Employment Opportunities in the Off-season

          • Seek out opportunities to offer services in your typical closure periods or look for partnerships with seasonal businesses that operate in opposite seasons to yours. This may be a lakeside restaurant partnering with a winter-based tour company, providing restaurant staff the opportunity to facilitate tours and fill administrative roles of the tour company.  
          • Actively looking for employment opportunities for your staff during closures can improve retention of your staff for the next season as they won’t have to look for new employment that may be more consistent for their schedule.  
          • Creating a partnership with another seasonal employer can be beneficial for both companies, potentially leading to shared offerings for employee supports and training opportunities.  

          2. Promote financial planning

            • If you operate a seasonal business that closes for parts of the year, it can be beneficial to share resources on financial planning with staff that will be returning to work after the break.  
            • While Employment Insurance may be available to them, or they may search for temporary employment elsewhere, it can be helpful for staff to better understand what their financial situation will be during that period. 
            • Some staff may choose to remain unemployed during this period and return back to work with your company after the break. Supporting them in this time will act as an investment in your workforce and create loyalty amongst staff.

            3. Onsite job fairs

              • Hosting an onsite job fair will allow you to meet with candidates and interview them on the spot, letting you get a feel for their personality and how they would potentially interact with customers of your business 
              • Hosting a job fair can save you time in your hiring process by eliminating the need for posting job openings, reviewing resumes, and scheduling interviews. It also allows the jobseekers to see what your operations looks like and decide if they would be a good fit for the role.

              Supporting Staff with Substance Exposure and Substance Abuse 

              Supporting staff in the hospitality sector who may be exposed to or experience substance abuse is vital, particularly given the unique pressures of the industry. According to the Canadian Centres for Addiction, those working in food service and hospitality have some of the highest rates of addiction, with around 17% of hospitality workers report having substance use issues.  

              1. Foster a Culture of Wellness and Open Dialogue 

              • Encourage open discussions about mental health and substance abuse without stigma. Let employees know they can seek help without fear of judgment or job loss. 
              • Management should set a tone of balance and professionalism, showing that success in hospitality doesn’t have to be tied to late-night partying or substance use. 
              • Offer wellness initiatives like gym memberships, mindfulness workshops, or stress management sessions. An Employee Assistance Program (EAP) can provide confidential support for those struggling. 

              2. Training for Managers and Staff 

              • Equip managers and staff with the knowledge to identify early signs of substance use issues and intervene compassionately. 
              • Train staff on how to support a coworker who may be struggling with substance abuse, emphasizing understanding and confidentiality. 
              • For alcohol-serving establishments, ensure all staff are trained in responsible alcohol service to create a professional attitude toward consumption. 

              3. Implement Clear Policies on Substance Use 

              • Draft clear policies about substance use in the workplace, outlining both expectations and support options for those facing challenges. 
              • Provide opportunities for team-building and socializing without the presence of alcohol or substances, to shift the focus away from intoxication as the default social norm. 

              4. Provide Access to Resources 

              • Ensure that resources such as addiction hotlines, counseling services, and rehabilitation information are easily accessible, ideally through a third-party provider for confidentiality. 
              • Create a protocol for referring staff to addiction recovery services or mental health professionals when needed, emphasizing support over punishment. 

              5. Work-Life Balance and Stress Management 

              • Offer flexible work hours or rotating shifts to reduce burnout and stress from long, late-night work, which can be triggers for substance use. 
              • Foster a culture of peer mentorship and support, where employees can help one another manage stress and work-related pressures, reducing reliance on unhealthy coping mechanisms. 

              6. Promote Sustainable Careers 

              • Provide structured career development opportunities so that employees see long-term potential in the hospitality industry. A sense of purpose and stability helps prevent substance abuse. 
              • Encourage cross-training to help staff build versatile skills. By feeling valued and more confident in their future, employees are less likely to turn to substances as an escape. 

              7. Engage with the Broader Hospitality Community 

              • Collaborate with organizations and programs that focus on substance abuse prevention and support within the hospitality industry. Being part of a larger effort can provide additional resources. 
              • Actively discourage the glorification of a “party hard” mentality. Instead, build a culture where professionalism and well-being are prioritized, both in and out of work hours. 

              By addressing these issues head-on, business owners can create a healthier, more sustainable work environment. Encouraging a culture of support, providing resources for recovery, and reducing the stressors that lead to substance abuse are all vital for long-term employee well-being. 

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