It’s not a labour shortage. It’s a coordination challenge.

Posted on February 9, 2021
by Michael

As the coronavirus pandemic transforms the way people work by establishing remote and flexible working options, collaboration across various industries has become vital. But, unfortunately, several organizations in the agricultural, construction and hospitality sectors struggle with connecting resources.

However, suppose employer collaboration, cohesive training, and the right recruiting technology were adopted as standard practice. In that case, resorts, restaurants, and hotels would significantly benefit from a shared human resource approach for filling shifts within their establishments.

What are the benefits of employer collaboration?

Shared Resources

Given the services industry’s current state, many employers are trying to cut down operational costs creatively. A viable option for service-based businesses may be to eliminate fixed staff and, instead, tap into an on-demand labour marketplace that grants them greater access to a larger pool of talented professionals at any given moment.

Take the AGEMA Work platform, for example. AGEMA offers flexible and adaptable associates that can work in various industries based on their skills. Employers can use this to their benefit by utilizing AGEMA Work’s Employer Dashboard to find candidates with the right mix of practical and transferable skills to fill a shift immediately within their organization without recruiting or vetting. This staffing model both lowers operational costs and improves employee retention.

Reputation Capital 

According to Reputation X, “Reputation capital is the value of the intangible assets of a business. Anything from reviews to brand identity can build reputation capital, and it all boils down to one word: trust. How much do people trust your business? The more trust there is in your business, the greater its reputation capital”. 

Reputation capital is one of the most important aspects of any business and the most difficult to quantify. However, a positive reputation enables you to control your costs better and achieve industry recognition and thought leadership. Businesses with a substantial reputation capital can overcome a crisis more straightforward and faster than those with negative reputations.

The same can be said for an individual. Before offering a candidate a job, an employer will validate credentials. However, completing this process each year can be time-consuming and costly when staff turnover is above 60%, such as in the hospitality sector.

At AGEMA Work, our associates receive up to a 5-star rating for their work. Skills reviewed include teamwork, customer service, technical skills, professionalism, communication. This creates trust when hiring associates. For example, if selecting an associate to join your team, you can view the candidate’s work history and performance rating, which will help you determine whether they are the right fit for a vacant shift.


Did you know? Turnover in Canada’s hospitality industry is between 72-78 percent. On average, losing an entry-level employee can cost an employer 50 percent of that person’s annual salary and losing a technical or senior-level employee costs employers 125 percent of their yearly salary.

However, when organizations encourage their staff members to learn and collaborate more, they become more familiarized with different work environments, teams, systems, and methods of doing things and solving problems. This helps workers to grow, adapt, learn, and network. 

A collaborative and flexible work structure leads to happier workers who are more likely to stick around and add increasing value to a company, reducing turnover by up to 59 percent.

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