A new 200-acre business park is taking shape in the District of Lake Country. The development will create space for new types of businesses, attract investment, support local jobs, and provide housing options close to where people work. With support from the Economic Trust of the Southern Interior (ETSI-BC), the project is helping one of BC’s fastest-growing communities prepare for the future.
Recruitment Agency to Address Workforce Shortages in the West Kootenay
The West Kootenays is a vibrant rural area with plenty of opportunities for business, but workforce shortages have become a serious barrier to business growth. An in-depth study done in 2024 showed 1,270 jobs needed to be filled annually due to vacancies and projected growth.
To address this need, the Lower Columbia Community Development Team Society, with support from Community Futures Central Kootenay and other local partners came together to pilot and incubate the first professional recruitment firm in the region. Funding support from the Economic Trust of the Southern Interior (ETSI-BC) enabled local human resources consultant Mia Gardiner to create a business plan for the West Kootenay based Recruitment Agency and lead its operation for a one-year pilot.
We spoke to Mia as the pilot project was wrapping up, and Kootenay Talent + Recruitment Agency was being launched.
What does this project mean for the West Kootenays?
Having a Kootenay-based recruitment firm offers a solution to issues that have impacted the area for some time. Even when a candidate is the right fit for the job, other factors can deter them from moving to the area such as a lack of housing, transportation and childcare options, as well as lower wages than are offered in larger centres.
The Agency will provide a competitive advantage for Kootenay-based clients by providing local access to professional recruitment expertise, and the ability to draw from the larger labor pool beyond the Kootenays.
Why is a pilot project necessary?
Without this pilot, it would be very risky for me or anyone else to simply start up a new recruitment agency. The pilot provides an operational framework for the new business and demonstrates how effective recruitment practices can strengthen and grow the local economy. Pilot testing also establishes credibility for an organization and a window to refine costing, projections, marketing strategies and technology systems.
How are the services of the Agency be offered?
At this early stage, we are focussed on recruiting for leadership, management, and positions that require specialized skills. Our recruitment packages are cost-competitive with agencies outside of the Kootenays and value-added consulting services are also available to help employers develop their leadership skills, engage their employees, build employee teams and manage change.
Once we establish best practices in these areas and are consistently gaining new clients, there are opportunities to expand into temporary placements and business acquisition opportunities for candidates.
The target is to place at least 12 people in positions throughout the Kootenays in this first year. The first two years will establish a wide network of potential candidates to draw from, adding at least 100 to the database annually. Another goal is to have at least 10 satisfied customers who recommend the agency to colleagues and repeat clients in our first and second years of operation.
How are you attracting talent to the Kootenays?
We’re conducting a proactive outreach that focuses on marketing the Kootenay culture and lifestyle, the Agency itself, and the diverse businesses in our region. An intense period of marketing is underway that includes brand development, advertising, networking, and workshops on effective recruitment strategies, many in collaboration with Chambers of Commerce, tourism and economic development organizations.
How does your own expertise fit with the goals for the project?
Although my recruitment work has mostly been at the national level, I love the Kootenays and have lived here for 35 years. I know the nuances around economic development in different communities and have both strategic and tactical experience in the human resources industry. The Agency business plan calls for a Marketing and Candidate Relations Specialist, and a Recruitment Researcher to be added as the agency becomes established.
How is the success of the pilot being measured?
Creating a solid business plan with detailed financials and a marketing strategy is a success in itself by validating the need for a professional recruitment firm in the West Kootenays.
Collaborative relationships are important to the project, and when a need was identified for an HR Network, we established a local network as a community of practice for human resources professionals. The Agency will continue to support this network as an important space to discuss workforce development issues and opportunities within the region.
By October 2025, we completed three recruitments, vetting 60 applicants including 10 from the West Kootenays, and we also supported three employers in filling full-time permanent positions in Castlegar, Nelson and Grand Forks. Other communities and companies begun working with us and we have had discussions with companies in the construction, automotive, forestry and health care industries.
The greatest success will be realized by empowering local businesses with the resources and skills to attract and retain the talent they need to thrive.
This type of collaborative approach to addressing a regional challenge isn’t new to the West Kootenays, and this pilot may become an example for other regions to follow.
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