Labour shortages: a problem for employers
Jacques Gagnon, CEO of Imagem, a high-tech firm specialized in managing data collected and processed by health systems, doesn’t believe that a labour shortage exists; he thinks it’s more of a mismatch between demand and offer. While many firms are actively seeking to hire employees, Gagnon, an engineer by trade, thinks that the situation could improve if administrators changed their mindset. According to him, administrators don’t invest enough in human resources, which can result in workforce retention problems and this is a matter of growing concern in all spheres of activity.
For 25 years, Imagem has been working at creating software to help healthcare professionals carry out their daily activities. Among its flagship products are two software suites, Interview and Postscriptum, which have been developed to respond to the challenges linked to the management of diagnostic imaging and the creation of medical reports. Needless to say, this firm that is based in the Saguenay, has grown significantly over the years, in such a way that it has had to recruit new talents more times than none. It is a happy problem to have, and it has led administrators to reflect upon the best practices in human resources management.
Studies have revealed that the responsibility for adaptation and integration problems rests with employers in 85% of the cases. Either employees didn’t have access to the right tools or didn’t work in a favourable environment or employers didn’t give employees the right tasks. No matter the case, an employee would be critically evaluated, says the founder of Imagem, who attaches particular importance to his employees’ well-being.
Gagnon adds that an employer should never underestimate the importance of integrating newcomer employees into a team and of offering them opportunities for development. Furthermore, Gagnon says that, among other details, he gives attentive consideration to degrees because diplomas are, according to him, a guarantee of success. The degree an employee holds shows that he or she has the ability to synthesize and analyse information, to work and think, and to do much more. These are qualities Gagnon looks for in an employee.
But beyond the diploma, an employee also needs personal qualities. A candidate must be motivated, useful, accountable and rational. My responsibility as an employer is to encourage employees to unleash their talents and help them find in what areas they excel. Gagnon knows that his employees won’t do everything right the first time around, and that is perfectly normal.
Jacques Gagnon believes that many employers ask too much of their new employees; employers expect to see fresh out of school recruits to be perfectly trained for the workforce. It’s absurd, Gagnon says. Students never have the opportunity to work on software while 100 other people are working on it at the same time or to use highly complex computer systems, such as those used at Imagem. Employees need time to get a grip on these systems and to understand the culture of clients in the healthcare industry.
Imagem’s approach to human resources management instils, in all employees, a sense of belonging to the firm. When employees have confidence in themselves and in the firm they work for, they are more likely to work their way up the company ranks and discover their hidden talents.
Gagnon, CEO of Imagem, knows that his employees won’t do everything right the first time around, and that is perfectly normal. “My responsibility as an employer is to encourage employees to unleash their talents and help them find in what areas they excel.”