From recruitment to retention, Alberta tech leaders are asking practical, forward-thinking questions about how to build better teams. In a recent “Ask Me Anything” session hosted by ICTC, Debbie Mastel shared grounded advice on navigating the full employee lifecycle—and why treating it as an ongoing priority (not a one-time process) can help growing companies stay competitive.
This post highlights some of the most insightful questions and takeaways from that conversation, touching on four key stages: recruitment, onboarding, retention, and compensation.
Recruitment: Where the Employee Lifecycle Begins
Hiring for a new role—especially one you’ve never hired for before—can be overwhelming. One of the top questions from tech leaders was: “Where do I even begin when filling a net-new role?”
The advice? Don’t wait until you’re desperate to hire. Plan ahead by:
- Clarifying long-term company goals
- Identifying the skill sets you’ll need to meet them
- Writing job descriptions that reflect where the role is going—not just where it starts
When you take time to define success before posting a role, you’re more likely to attract candidates who align with your culture and direction. For tips on writing job descriptions that actually work, see Why Job Descriptions Deserve More Attention.
Onboarding: Don’t Treat It Like a Checklist
Another question that came up frequently: “We’ve hired someone we’re excited about—now what?”
Too often, companies see onboarding as a brief orientation. But this phase plays a big role in long-term engagement and productivity.
Debbie shared a few simple but effective ideas:
- Communicate clearly from day one—about expectations, goals, and values
- Build a plan that supports new hires without overwhelming them
- Pair new employees with peers or mentors to help them settle in
A thoughtful onboarding process builds confidence and connection. A rushed one creates confusion and turnover.
Retention: Keep Good People Growing
One leader asked: “How do we keep great people from leaving?”
Retention is about more than perks or titles. It’s about helping people see a future with you.
Debbie recommended:
- Creating paths for development—even informal ones
- Having regular, open conversations about performance and goals
- Supporting employees in shaping their own growth
You don’t need a huge HR team or expensive programs. Often, what people appreciate most is feeling seen, supported, and challenged.
Compensation: A Vital Piece That’s Easy to Miss
A standout question from the session: “How do we know if what we’re offering is competitive?”
Pay is never just about the numbers. It reflects how much you value your team. And when compensation isn’t addressed intentionally, companies risk losing talent they’ve worked hard to hire and train.
Here’s what Debbie shared:
- Know your market: Look at industry benchmarks and regional data
- Be upfront: Let people know how pay decisions are made
- Stay current: Review salaries regularly, especially as roles evolve
Key Takeaways
- The employee lifecycle—recruitment, onboarding, retention, and compensation—needs ongoing attention, not just quick fixes
- Thoughtful planning leads to better hires and stronger team culture
- Alberta tech companies that invest in people strategy gain a real edge in today’s market
Looking to strengthen your approach across the employee lifecycle? Explore ICTC’s programs for Alberta-based tech employers.
Want to dig deeper into your people strategy? Reach out to Debbie Mastel & Associates for personalized support—from hiring your first employee to building a long-term talent plan.