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Businesses take time to get ahead, but what do you do when your industry experiences a downturn? When the market tanks and your competition become stiffer, you must learn how to out-innovate your competitors.  

Itec group has your back, however, even during trying times. We have the tried-and-true tips to get through challenging times while still coming out on top.  

Statistics have shown that companies that make an effort to keep innovating during market downturns tend to outperform the market and grow faster in the years to come. Research from Northwestern University's Kellogg School of Management suggests that strategic investments in innovation can help determine which companies will thrive, survive, and stick around for the long term.  

Are you ready to come out on top during a market downturn? Let’s look at some ways you can out-innovate your competition when the market tanks.  

Don’t Copy the Competition, ‘Steal’ the Competition 

Don’t get us wrong, you can look at your competitors and analyze them to determine what trends, if any, are slowly ticking upward. That’s a perfectly reasonable thing to do and can help you determine your own business’ trajectory. 

However, what you need to avoid is trying to mimic or even outright copy other businesses that appear to be doing well despite the downturn. The problem is that just because a company is performing well in the initial dip doesn’t mean it’ll continue to do so.  

Rather than trying to copy what APPEARS to be working, you need to innovate on your ground floor. Take this as an opportunity to recruit talent from competitors as they become available. During volatile times, people will be looking for businesses that care about them and share their values.  

If you don’t have the budget for a new hire, that’s OK. You can still ‘steal’ the competition by pulling ahead of the curve and making your business more appealing to those looking for new opportunities. Read further, and we’ll tell you how. 

Focus on Streamlining Operations and Optimize Customer Service 

Instead of getting caught up in long-term uncertainties, focus on what you can change tangibly right now. What businesses need more than ever is streamlined operations and great customer service. By keeping your business running smoothly and putting your customers first, you’ll increase the likelihood that your clientele will choose your business over the competition. 

Let’s look at the 2008-2009 financial crisis. Fast food powerhouse McDonald’s focused their cost-cutting measures on items such as reducing energy consumption, streamlining operations, and creating a series of simplified menu offerings (dollar menu items) to push their efficiencies further and cut costs.  

You also need to hone in on your customers’ needs. In McDonald’s’ case, people still needed their quick, easy, comforting foods – but they needed them to be at a fraction of the cost. McDonald’s understood what their customers wanted at the time and focused on delivering products that directly appealed to their desires. 

Not only this, but these simplified items were also cheaper to produce, meaning McDonald’s wasn’t facing a severe financial loss by trying to create a new, “fancier” product in the hope of getting ahead of the curve. Essentially, they read the room, and they delivered. 

Strike a Balance Between Cost-Efficiency and Growth 

While you continue to focus on cost-effective ways to innovate to weather the market downturn, it's important to strike a balance between short-term cost-cutting and long-term growth. 

There’s a time and a place where the most cost-efficient innovation comes through groundbreaking products or services that make your business stand out.  

However, you need to analyze your respective industry to determine if that big a leap is the right move. In some cases, it very well might be. In others, innovating existing products and services to enhance their value may be not only more cost-effective but a better move for long-term survival.  

The trick is to analyze your business, the market, and your competitors to determine what the right move is for you.  

It’s a balance between weathering the storm and continuing an upward trend of growth. There is a time and a place to push for either. 

Check-in with Your Consumers 

In this day and age, there’s something to be said for investing in ways to develop stronger consumer relationships. This allows you to anticipate their wants and needs, as well as improve their overall buying experience. 

By keeping your hand on your customer’s pulse, you can steadily predict where they’re going to be willing to invest their money, even during difficult times. This insight can reveal key factors that might be missing from your business – factors that could encourage them to spend their hard-earned cash with you. 

Don’t be afraid to connect with your audience during trying times. Ask them what they’re looking for, what their pain points are, and what they would be willing to spend money on if you were to apply new innovations to your products and services. 

Empower Your Current Staff 

During times of crisis, you’re only as strong as your weakest link. However, that doesn’t mean the solution is to immediately start cutting staff to save costs – rather, you can empower your staff to help find solutions and maximize efficiency. 

Maybe you have a gap in your innovation plan that needs to be filled that you’re unable to outsource. This is when you can look internally and empower your employees to be a part of your long-term growth plan to keep the business running even through difficult times.  

Here are some ways you can help encourage your employees to be a part of your innovation plan:  

• Provide transparent and regular communication 

• Offer opportunities for upskilling and training 

• Recognize and reward employee contributions 

• Involve employees in decision-making processes 

• Foster a supportive and collaborative workplace culture 

• Maintain flexibility with work arrangements 

• Encourage innovation and creative problem-solving 

• Invest in employee well-being programs 

• Set clear and achievable goals 

• Reinforce a sense of purpose and alignment with company values 

• Reassure their job security 

 
Market downturns are just as scary for employees as they are for business owners. They may worry about their career prospects, the potential for layoffs, and an inability to support their families. Make sure your valued employees know they can be a part of the solution, rather than their elimination being the solution.  

By leveling up your current employees, not only do you further maximize efficiency, but you can also save a good deal of money if you don’t have the resources to outsource.  

Invest in Digital Marketing to Promote Your Growth 

Investing is daunting during a market downturn. However, to own a business is to diligently and intelligently direct the flow of money in ways that help the business grow. One of the primary means of growing your business is making sure your business is getting out there through smart, innovative marketing.  

Your business is only as valuable as its visibility. If someone is searching online for the “best place to buy tires in my area” and your website isn’t optimized to appear high in the search results, you could be missing out. And that allows your competitors to go in for the steal.  

Some examples of innovative digital marketing techniques include:  

• Leveraging interactive content such as quizzes, polls, and calculators. 

• Creating interactive content like quizzes or polls. 

• Using AI chatbots for personalized responses. 

• Optimizing for voice search. 

• Adding AR or VR to enhance user experiences. 

• Making content shoppable for easy purchases. 

• Including gamification to boost engagement. 

• Sending personalized email campaigns. 

• Partnering with influencers for brand promotion. 

• Using localized ads to target nearby customers. 

• Sharing user-generated content to build trust. 

• Posting short, temporary content on Stories or Snapchat. 

• Running geo-targeted ads for specific locations. 

• Making helpful video tutorials or hosting live streams. 

• Trying AI tools for faster content creation. 

• Sharing insights with simple data visuals. 

• Using retargeting ads to re-engage visitors. 

• Hosting webinars or virtual events. 

• Telling engaging stories through videos or blogs. 

• Exploring newer platforms like TikTok. 

• Selling directly through social media features. 

Choose itec group 

As industries continue to grow and advance, so does the need for skilled staff to fill the gap. Itec group has employment solutions that meet the needs of modern-day businesses. We understand that your business requires a skilled workforce to drive you forward into the future, and we specifically match you with the right professional for the job.  

If your business is experiencing job losses because of market downturns, we can offer you employment solutions to keep your business going. Don’t leave it to fate – trust in the leading-edge employment solution providers proven to work. Contact us today. 

Have you thought about becoming a PLC programmer? The role of a senior PLC programmer has several requirements, including education and background experience. You will also want to know the responsibilities of the job. Here is a deep dive into what a senior PLC program is, what skills you must have, the expertise to succeed, and the overall responsibilities of the job.

Education

A bachelor's degree in electrical engineering, computer engineering, automation engineering, or a related field is often preferred. However, some professionals may acquire the necessary skills and experience through technical diplomas or certifications.

Skills

The skills required for PLC programmers include the following:

• Proficiency in PLC programming languages: A senior PLC programmer should have in-depth knowledge of various PLC programming languages such as ladder logic, structured text, function block diagram, and sequential function chart. They should be able to design, program, troubleshoot, and maintain PLC systems effectively.
• Knowledge of PLC hardware: Understanding the architecture and operation of different PLC hardware platforms is essential. This includes familiarity with input/output modules, communication protocols, and networking.
• HMI and SCADA systems: Experience with Human-Machine Interface (HMI) and Supervisory Control and Data Acquisition (SCADA) systems is beneficial, as these are often used with PLCs to monitor and control industrial processes.
• Electrical and control system knowledge: An understanding of electrical circuits, control systems, instrumentation, and industrial automation is vital for senior PLC programmers. They should be able to interpret electrical schematics, perform troubleshooting, and integrate PLC systems with other equipment.
• Software development skills: Programming in general-purpose languages such as C/C++, Python, or Java can be valuable for advanced PLC programming tasks, custom software development, and integration with other systems.
• Problem-solving and troubleshooting: Senior PLC programmers should possess strong problem-solving abilities. They should be able to analyze complex issues, identify root causes, and implement effective solutions efficiently.

Experience

Employers hiring for these roles look for specific experience, including:

• Extensive PLC programming experience: Typically, several years of hands-on experience working with PLCs and related systems is required to reach the senior level. This includes designing, programming, testing, and commissioning PLC systems across various industrial applications.
• Project management skills: Senior PLC programmers may be responsible for leading or managing automation projects. Experience in project management, including planning, coordinating resources, and meeting project deadlines, is beneficial.

Responsibilities

The daily responsibilities of a senior PLC programmer revolve around designing, programming, and maintaining Programmable Logic Controller systems. They collaborate with engineers and technicians to understand the requirements of industrial automation projects, analyze control system needs, and develop PLC programming solutions. They create or modify ladder logic diagrams, function block diagrams, or other programming languages to control machinery and processes. Senior PLC programmers conduct thorough testing and debugging to ensure proper functionality and optimize system performance. They provide technical support and troubleshooting expertise, resolving any PLC-related issues that may arise. Additionally, they may collaborate with cross-functional teams, oversee project timelines, and provide guidance to junior programmers or technicians. Continuous learning and staying updated on emerging technologies in PLC programming are also part of their responsibilities.

For help finding your next PLC programmer position, get in touch with our team!

The increased use of Artificial Intelligence in our daily lives can make us feel like we live in the future. There have been some recent advancements in AI technology, and it's even playing a role in modern recruiting. AI can improve the hiring process, but it can also hurt it. Here are some things you should know about AI and recruitment.

How AI Improves Recruiting Processes

Artificial intelligence has a lot of great uses when paired with experts in various industries. For recruiting, AI serves to streamline processes to avoid too much administrative work so recruiters can concentrate on the more specific aspects of sourcing and placing candidates.

Saving Time

The most significant aspect of using AI is saving time in the recruitment process. AI technology can quickly scan existing resumes to return results so recruiters can start from that point forward. In the past, recruiters were responsible for reviewing an entire database of applicants to determine who would be qualified.

Removing Bias

AI also can remove unconscious bias from the processing of sourcing and recruiting. Unconscious bias is how our brains often try to see the commonalities in one another while ruling out the differences. AI can help avoid this pitfall in the hiring process.

Finding Candidates

AI can also assist in the sourcing of candidates. There are a variety of technologies currently available that can use AI to search comprehensive databases or job boards to help find qualified candidates faster so you can move directly into the contact phase.

Improving Candidate Experience

AI can also help improve the candidate experience. Knowing communication is critical; many companies are utilizing AI as ChatBots to help answer frequently asked candidate questions and maintain positive contact in the early stages.

The Problem with AI in Recruitment

AI isn't an infallible science. There are plenty of pitfalls around using AI in recruiting. For example, you can use AI to monitor skills testing, but the same physical indicators for cheating are often present in anxious people. AI can also miss details that might impact a candidate's performance. It's always best to combine AI with the human touch.

If you're currently struggling to hire, get in touch with the itec team of expert recruiters!

It’s more important than ever that we as companies and role models strive to have more inclusive and diverse teams. Hiring a wide range of people with different backgrounds and mindsets only helps enhance your company culture. Hiring with diversity in mind and creating an inclusive workplace allows you to understand different perspectives and learn more from the people you work with. Here are a few ways you can create a more diverse and inclusive environment for your engineering team:

Understand Diversity, Equity, and Inclusion

The first step to fostering a more inclusive work environment is recognizing the advantages of cultivating a diverse and equitable workforce. It isn’t just about hiring people from various backgrounds but also knowing that each person brings a unique perspective and mindset to the team. That can help create innovation and, ultimately, success.

Eliminate Unconscious Bias

One of the most significant barriers to hiring a more diverse workforce is unconscious bias. It happens when we have set expectations about who will be a good fit for the job, and usually, it relates to a specific personality trait or experience you’ve had in the past. Unconscious bias can manifest in many ways, so it’s helpful to eliminate the possibility by using interviewing checklists or blind resume reviews to consider candidates.

Keep Soft Skills in Mind When Hiring

In engineering and manufacturing, it’s evident that specific skills are necessary for success. But aside from the core requirements, many things can be taught when a candidate has potential. It’s just as essential to consider soft skills. Soft skills are things like communication skills, teamwork, organization, or desire to learn.

Reach Out to Underserved Communities Directly

To begin facilitating a more equitable and inclusive hiring process, you need to find candidates where they are. Use your recruiting resources to tap into areas of your community where people may not have the advantage to find opportunities such as those you offer. Work with community organizations in the area to attract more talent.

Partner with Colleges, Trade Schools, and Universities

Another way to find qualified candidates from various backgrounds is to work with colleges, universities, and trade schools to recruit recent attendees or graduates into your programs. Some companies will offer internship opportunities, mentorship programs, or apprenticeships, depending on the positions.

Do you want to improve your hiring process to better incorporate diversity, equity, and inclusion?

Contact itec group Recruitment Solutions, where our vision and purpose are to deliver our clients the ultimate recruitment experience.

Have you thought about starting a career as a certified quality engineer? The role means you understand service and product quality evaluation and control. A professional is referred to as a CQE, and it requires that you take and pass the Quality Engineering Certification. What are the reasons you should become certified, and how can it help you advance your career? Let’s take a closer look.

Development and Operations of QC Systems

CQEs should know how to develop quality control systems at all levels and understand the daily operations. Getting certified as a CQE lets potential employers know that you’ve mastered this information and will be able to bring it to the table for their company.

Testing and Inspection Procedure Evaluation

A significant portion of quality control is testing and inspection. Knowing the procedure and being able to direct others to perform these tests will be essential to a successful career as a CQE. With the certification, you can demonstrate that you know these evaluation tools and can be recognized as an expert.

Metrology and Statistical Method

Metrology is the science of measurement. It is defined by the International Bureau of Weights, founded in France, and measures and embraces both experimental and theoretical determinations at any level and any field. CQEs need to demonstrate an understanding as well as the statistical method for calculating related information.

Quality Cost Concepts

CQEs also need to understand quality cost concepts. These are the costs associated with the prevention, detection, and remediation of quality issues in manufacturing. The specific calculations of costs will depend on several factors, so an expert must ensure companies are not hemorrhaging money.

Human Behavior

Finally, CQEs will actually know quite a bit about human behavior and how it affects product quality. It’s a little bit of psychology that allows professionals to understand the human factor in mistakes and give teams the tools they need to succeed. The certification will let potential employers know you have this skill.

Do you think a career as a Certified Quality Engineer is your next step?

Contact itec group Recruitment Solutions, where our vision and purpose are to deliver our candidates ultimate employment experience.

Simply put, a contingent workforce plan is an organized management of temporary resources.  At its core, it offers both cost savings and flexibility. When managed properly, a solid contingent workforce plan can take your business to the next level and even afford benefits to your employees. 

Benefits of hiring contractors - They are there when you need them most:

Utilizing contractors can help prepare your organization for known or forecasted increases and even unexpected opportunities; or shortages of workers.  This gives you more flexibility and subsequently helps you avoid losing dedicated employees.  

Contractors help in times of increased projects, summer and winter holidays, and unforeseen circumstances that could, without their presence, burden your employees and result in loss of productivity and overall morale issues.

Contractors are professionals, they come in for a specific job and their expectations are only to do the job they’re hired for.  They hit the ground running and often require minimal supervision or guidance. 

Addressing the all too common skills gap:

Contractors can offer specialized skills for a specific project minus the long term commitment. Not to mention, the skills they bring come with an ability to be quick and agile, to adapt to your environment and contribute to a rise in productivity and a healthy bottom line.  In addition, contractors by nature have experienced a multitude of companies; some well run, others not so much.  As a result they can bring a whole new outlook and mindset to a project and an organization.  From this new insight, innovation and inspiration can often emerge. 

Let’s talk about cost savings:

Depending on the status of the contractor you can realize significant savings.  Sure independent contractors are typically paid higher but not in comparison to the obligatory costs associated with employees.  When you bring in an independent contractor you have an hourly fee (and maybe additional work related expenses ie.travel), but with an employee, in addition to salary you have costs related to training and development, paid breaks/lunches, sick days, benefits and severance.   Of course some of these costs would be allocated for temporary contractors as per employment standards however, you would still benefit by having skilled resources on a temporary basis to assist in short term needs, and often at a lesser cost. 

Considering the risks:

I’d be remiss if I didn’t share the inherent risks in some Contingent Workforce Plans.  If you do not utilize a reputable third party agency/managed services provider like itec group you run the risk of compliance issues with payroll and taxes leaving you vulnerable to paying back pay, civil litigation costs; settlement costs and legal/tax penalties and fines if your contractor is deemed an employee under the law in your province. 

In short, you can realize your growth strategies for your organization through a well-managed contingent workforce plan that mitigates the risks of pseudo-employment, reduces liabilities, maximizes productivity and provides an optimized and compliant workforce.

For more information on how your organization can engage temporary workers with minimal risk, please connect with us for a consultative assessment of your needs.