You can expect between 2-8 weeks of training prior to starting work with the majority of our oil-related positions.
Almost all of our clients provide free accommodations during training. Training, depending on the client, can last anywhere from 2-8 weeks. Upon completion of training, the candidate should have found a place to live. In some circumstances, like for our fly-in fly-out roles, accommodations are provided 100% of the time.
There are two main ways our clients conduct interviews. Very often they will fly into Ontario and interview candidates at our Head Office. Alternatively, we are able to arrange web-based interviews or, for candidates in very remote parts of the province, we can arrange phone interviews. Upon completion of the interview, you will be notified if you are hired within 24 hours.
Yes they can. Our clients feel as strongly as we do that anytime we can relocate family or friends together it is of greater value to everyone. We go out of our way to get people in those positions stationed at, or near, the same facilities.
No. You are an employee of the client once you relocate and start work.
Western Canada has a booming economy with a severe shortage of qualified talent. The opportunities for qualified and committed people to move quickly through the ranks and have long-term stable employment in Western Canada are much greater than they are in Ontario. Also, due to the shortage of talent, the pay scale is considerably higher.
Employee turnover is an inevitable part of running an organization. When an employee leaves the company, organizations incur substantial costs. These costs include decreased productivity, the cost of hiring a replacement employee, increased training time and other indirect costs.
However, most organizations are still hesitating to calculate their employee turnover costs. Instead, they are devoting greater time to tracking the reasons for leaving.
Reasons for turnover can provide important insights for improving an organization’s internal conditions, systems and processes. As useful as these insights to turnover can be, more attention needs to be paid to the actual costs.
There is a lot of research focusing on the psychological and organizational determinants of turnover. While establishing which factors directly cause or lead to turnover is important, it is equally, if not more important to establish the specific costs associated with it. These costs vary from one organization to another and while it is fairly easy to find definitions of the individual components of turnover, it is much more difficult to find information explaining what the percentage to annual base salary is for specific job groups.
Here are the specific cost elements which provide the basis for the ensuing cost percentages:
- Exit cost of previous employee
- Recruitment Cost
- Employee Cost
- Orientation Cost
- Training Cost
- Lost productivity
- Quality problems
- Customer dissatisfaction
- Loss of expertise
- Temporary replacement costs
A lot of time is spent in order to track all of these various cost elements.
The Jack Phillips Center for Research has published a turnover costs summary. Their study expresses turnover cost ranges as a percentage of the annual base salary for different job types and categories:
- Entry level-non skilled worker: 30 – 50%
- Service/Production worker: 40 – 70%
- Skilled Trades worker: 75 – 100%
- Clerical/Administrative: 50 – 80%
- Professional: 75 – 125%
- Technical positions: 100 – 150%
- IT Specialist: 200 – 400%
- Supervisor: 100 – 150%
- Department Manager: 125 – 200%
Most HR departments are already reporting on and drawing senior management’s attention to turnover related issues, especially voluntary leaves from the organization. When the additional step is taken, using the above range of percentages, the true cost of turnover becomes clear.
The Talent Group Canada ONLY provides permanent or specific term projects, fly-in fly-out jobs or seasonal positions for our candidates.
You NEVER have to pay us anything, and we do NOT take any money off your wages or salary. Beware of any staffing agency that promises you a job in exchange for a fee; you are being taken advantage of if this is how they do business.
YES! All of our clients provide some level of relocation pay. In some cases your new employer will send you a pre-paid airline ticket. In other cases, employers will simply provide you the cash in advance, or some will simply take your receipts (airfare, gas and hotel etc.) upon arrival and reimburse you on your first paycheck. We do not have any clients that expect you to pay for everything to relocate from Ontario.