Day: May 15, 2025

  • 5 Ways to Reduce Risk When Outsourcing IT

    5 Ways to Reduce Risk When Outsourcing IT

    IT outsourcing delivers clear benefits to businesses at every level. It’s cost-effective, scalable, and makes it possible for companies to access enterprise-level support services without developing in-house teams.

    But giving a third party control over your most sensitive systems and information can be risky. Outsourcing the job to the wrong provider can expose your business to downtime, project delays, or even reputational damage instead of just eliminating gaps in coverage.

    At Revotech, we help clients across BC’s Lower Mainland reduce IT outsourcing risks like these through our secure managed services. Read on for five suggestions from our experts on how you can find the support you need without compromising your security.

    1. Confirm You’re Always in Control

    What risks does this address? Feeling “locked out” of decisions or trapped in inflexible contracts.

    The goal of managed IT is to shift responsibility for IT-related tasks to a team or provider who has the time, resources, and skills to handle the job on your behalf. You shouldn’t have to constantly supervise, micromanage, or check in, but that doesn’t mean you should lose all authority in the process.

    Some providers build vague contracts or rigid terms that make it easy to lock you out—or lock you in—even when they’re no longer delivering value. Look for partners who keep you in the loop at your comfort level, whether you want a fully hands-off experience or co-managed IT.

    Revotech’s Approach:

    • SLAs always clearly define responsibilities, performance standards, and timelines.
    • Contracts are written in plain English without any manipulative language or clauses.
    • Clients retain full ownership of any data and the right to make key IT decisions.
    • Dedicated account managers are easy to contact and always up for a chat.

    Our managed IT is also fully customizable and scalable in either direction. If something isn’t working for you or it’s time for a change, just let us know—we don’t keep you locked into lengthy contracts because we want to make sure we’re always providing you with the value you need.

    An IT specialist from an IT outsourcing provider shows proof of cybersecurity certifications.

    2. Vet Security Expertise Carefully

    What risks does this address? Data breaches, poor compliance, or weak endpoint protection.

    Outsourcing your IT introduces new security variables, but finding someone you can trust isn’t easy—especially if you aren’t familiar with IT. The explosion of short-form online cybersecurity courses makes it harder to tell which professionals are legitimate and which are just out to make a quick buck.

    Look for providers who hold certifications from reputable organizations, are happy to demonstrate their track record, and can provide 24/7 monitoring as well as a rapid response to potential incidents.

    Revotech’s Approach:

    • Built-in compliance for Canada’s data privacy laws (e.g., PIPEDA).
    • 24/7 monitoring to detect and respond to threats in real time.
    • An average incident response time of under 10 minutes.
    • 12 years of experience helping 70+ companies with their cybersecurity needs.
    • A comprehensive, fully managed toolkit of services from leading security vendors.

    We’re also proud to offer strategic guidance to help you align your cybersecurity with your goals for the future as your needs change. See how we can help you develop an IT strategy for your business.

    An IT outsourcing client calls his account manager for an update.

    3. Look for Clear, Consistent Communication

    What risks does this address? Delays, misunderstandings, or feeling left in the dark.

    Your SLA defines the scope of your services, response times, escalation paths, and in theory, a few basic guardrails for communication—but some providers let communication fall by the wayside after the initial honeymoon is over. That can leave you chasing down updates or facing IT challenges on your own.

    Look for providers who show a clear commitment to staying in contact with you on multiple channels at every step. You should be able to reach them by phone, text, email, or message without waiting days to hear back.

    Revotech’s Approach:

    • 24/7 remote help desk support and/or on-site support (as defined by your SLA).
    • Backup contact options if your account manager isn’t available at any given time.
    • Regular check-ins, status updates, and service reports to keep everyone aligned.
    • Advanced monitoring tools that provide updates in real-time with the click of a button.
    • Client feedback loops that help reinforce our support workflows so you aren’t overlooked.

    Be wary about providers who don’t list phone numbers, won’t disclose where they operate from, or lack a local presence in your area. They may be illegitimate or disappear when you need them most.

    Two IT specialists stare at a server rack during a data loss crisis.

    4. Never Settle for Reactive-Only IT

    What risks does this address? Declining service quality or problems only being caught after something breaks.

    It might sound overly simplistic to say that managed IT needs to be, well, managed—but that’s a bigger issue than you might think in the industry. If your provider only steps in when you complain, you’re getting reactive piecemeal support instead of a truly managed service.

    Without continuous monitoring, it’s easy for performance issues, security risks, or slowdowns to slip under the radar until they start affecting your team. Look for providers who actively monitor your IT infrastructure at all times—and use the data they collect to proactively prevent failures.

    Revotech’s Approach:

    • Real-time system monitoring for uptime, performance, and security alerts.
    • Automated backups to ensure you have fail-overs to roll back to in a crisis.
    • Defined KPIs and performance targets tracked across your entire IT stack.
    • Regular service audits and reports to track trends, performance, and risks.

    We strongly believe that both proactive and reactive measures are essential parts of a holistic, fully-managed IT service. You can’t really have one without the other and still maintain a quality service.

    An account manager explains IT outsourcing costs before a client signs a contract.

    5. Avoid Hidden Costs with Predictable Pricing

    What risks does this address? “Cheap” providers that tack on fees for every adjustment or request.

    Some managed IT providers will lure you in with a falsely low base rate, but nickel and dime you for everything from a phone call to a simple hardware swap afterwards. Others will give you a deflated rate for the first year and then surprise you by tripling the price when your contracts renew.

    Look for providers who are honest, transparent, and upfront about their pricing. Every quote or contract should clearly outline what’s included, what’s optional, and how or when you can make changes before you sign (not after you get the bill).

    Revotech’s Approach:

    • Bundled service packages (e.g., Hardware as a Service (HaaS), support, upgrades).
    • Pay for what you want and need, not what you aren’t interested in.
    • No fees for scaling up, swapping hardware, or modifying support plans.
    • Transparent contracts that define exactly what you’re paying for.

    Cost visibility makes it easier to budget for IT without any nasty surprises—and that’s the kind of consistency all businesses need. More importantly, it’s also just the right thing to do.

    An IT outsourcing expert stands smiling in a server room, ready to help.

    Revotech Helps You Outsource Your IT With Confidence

    Outsourcing your IT doesn’t have to mean giving up control, exposing yourself to security risks, or ending up with a surprise bill for services you never ordered. Do your due diligence and get to know each provider beyond just a simple telephone call before you sign any contracts, and don’t be afraid to ask them to show proof of their experience. A good provider will be happy to deliver in any way they can.

    Ready to see what makes us better than the competition? Schedule a meeting so we can show you how we deliver top-shelf, fully-managed IT services built around your needs—not our own agenda.

  • How AI Is Reshaping Talent Acquisition in Construction and Manufacturing

    How AI Is Reshaping Talent Acquisition in Construction and Manufacturing

    Summary:

    • The ongoing labor shortage in construction and manufacturing makes it difficult for many companies to source and onboard talent.
    • Factors like an aging workforce, geographic disparities, negative perceptions about the industry, skill gaps, and high turnover make hiring even harder.
    • Using AI can help streamline recruiting, reducing time-to-hire. It can also shorten hiring cycles, improve the matching process, root out bias in hiring, and make it easier to forecast trends.
    • Companies like General Motors, Nestlé, and Electrolux have used AI to improve recruiting timelines and outcomes already. These real-world examples prove that AI has the power to make businesses more competitive.
    • It’s best to work with an expert like Revotech if you want to implement AI recruiting. You’ll need to carefully assess your needs and workflows and pick the right tools for the job. Then, start small and make training available along the way to get it right.

    Canada’s construction and manufacturing sectors continue to face recruiting challenges in the ongoing shortage of skilled labor that first began to ramp up over a decade ago. In one early 2025 study, 72% of contractors in B.C. said they were actively struggling to find qualified workers in the trades they need.

    The shortage has forced companies to inflate deadlines, turn down work, and spend more on hiring—but with one in five skilled workers rapidly approaching retirement, this just isn’t sustainable long-term. That’s why so many agencies and employers are turning to AI-driven talent acquisition instead.

    Revotech’s AI-driven recruiting services can help your construction or manufacturing company optimize every step of the talent acquisition process, from attracting the right people to finalizing contracts. See how the process works below, then book an assessment so we can help you stay ahead.

    Construction company workers in hard hats and reflective vests shaking hands at a construction site

    What’s Behind the Labor Shortage?

    Just about every industry in Canada is having a tough time hiring right now. While the economy and market uncertainty play an important role, the problem is worse in construction and manufacturing because the top contributing factors disproportionately affect manual labor jobs.

    We’re talking about factors like:

    • An Aging Workforce. The workforce as a whole is getting older, but manual labor takes a toll on the body over the years. That means more people are getting ready to retire, reducing their hours, or switching to less physically-demanding fields.
    • Negative Industry Perceptions. Younger generations value flexibility and work-life balance, but they’re also more likely to view construction and manufacturing as undesirable or dead-end jobs. Not enough people are entering the industry to offset losses due to age.
    • Geographical Disparities. Construction and manufacturing companies rarely set up shop in residential areas or downtown cores. From Alberta’s oil sands to the Michelin tire plant in Nova Scotia, they’re more likely to settle in remote areas that make it harder to attract talent.
    • Advances in Tech. Cutting-edge technology is becoming obsolete more quickly. This raises the risk for severe skill gaps, and that isn’t something that can be resolved overnight. It takes time, even for companies who are willing to train in-house.
    • High turnover rates. Careers in construction or manufacturing can be financially lucrative and personally rewarding, but not everyone is the right fit.

    AI has the potential to help companies save time and money on recruiting by automating mundane tasks. When you consider that it can cost over $4,000 to hire just one person, the benefits of making this process more efficient speak for themselves.

    But there’s more: using the right tools can also enhance vetting so you’re less likely to hire people who aren’t a good fit. We’ll go into detail about the benefits of AI-driven recruitment next.

    Recruiters at a manufacturing plant hold up images of potential employees.

    The Benefits of Using AI to Streamline Recruiting

    AI excels at simplifying and speeding up the hiring process. Instead of relying on expensive third-party recruiting agencies or busy HR departments, the algorithms do most of the heavy lifting. This saves companies money and brings broad benefits like these:

    • Reduced Time-to-Hire. Making AI a part of your process lowers the amount of time it takes to hire people. This is important in construction and manufacturing because projects and orders can wax and wane, sometimes without much warning.
    • Faster Hiring Cycles. AI drastically reduces time-to-hire by automating sourcing and screening tasks—and in the world of business, time is money. It’s easier to bring people on to help with a new build, ramp up a new location, or just replace people who leave.
    • Closer Talent Matches. AI uses advanced algorithms to identify the best talent for the specific requirements of the job, so you’re more likely to hire the right people from day one. This lowers the cost of training and attrition.
    • Less Bias, More Equity. AI focuses on facts first, not feelings, which helps support fairer, more inclusive hiring practices. Unlike some humans, it isn’t subconsciously biased toward a specific gender, sexuality, age, or race.
    • Predictive Analytics. AI can analyze past hires, churn records, and other hiring/firing data, then use the information to forecast your future needs. This makes it easier to anticipate shifting trends.

    Concerned about giving up that much control of the hiring process or potentially missing a hidden gem who doesn’t quite fit your set parameters? The right AI tools will actually look for potential candidates that look promising and flag them for manual review.

    Cars on an assembly line in a vehicle manufacturing plant.

    Real-World Success Stories

    General Motors

    Automotive Manufacturing (US/CAN)

    When GM decided to invest $35 million into developing a line of fully electric vehicles, they knew it would mean bringing on new employees. They put together a team of over 50 talent acquisition specialists to handle the expected influx of applications—then used AI to augment it.

    How AI Helped:

    GM invested in conversational AI and tweaked it to handle the early stages of recruitment and improve time management by syncing recruiter’s calendars. They also used the AI to send candidates automated messages, like interview reminders, lowering the ghosting rate and saving nearly 2 million dollars.

    Nestlé

    Food & Beverage Manufacturing (USA/CAN)

    Nestlé’s Canadian and American plants hire thousands of workers every year to staff production lines, manage logistics, and keep quality assurance on track. High-volume recruiting processes like these can easily become a bottleneck, draining HR resources—but Nestlé was able to streamline it all with AI.

    How AI Helped:

    Nestlé rolled out a conversational AI that streamlined initial screening, answered basic questions for candidates, and scheduled interviews with candidates who passed the initial stages. The bot was able to help them respond to over 1.5 million candidate inquiries, saving them nearly 8,000 hours in recruiting payroll while increasing the total number of interviews by 600%.

    Electrolux

    Appliance Manufacturing (USA)

    Global vacuum manufacturer Electrolux faced a talent shortage in recent years that made it difficult for the company to recruit new employees. This was compounded by the fact that the basic HR tools they had just weren’t sufficient enough to help them overcome the gap. The company was able to digitize its recruiting strategy by integrating a fully AI-driven platform.

    How AI Helped:

    Electrolux’s AI platform focused on enhancing both the candidate and recruiter experience—mostly by making it easier for both sides to find each other and connect. They used dynamic content to keep candidates engaged, gave recruiters tools for nurturing leads, and created a talent marketplace for existing employees. This easy-to-use platform made the company more competitive.

    A recruiter or talent acquisition specialist holds an AI-driven system in the palm of his hand

    Tips for Integrating AI Tools into Recruiting Workflows

    Both manufacturing and construction are logistics-heavy industries, and that means any new system must be evidence-based, operationally sound, and aligned with real-world goals. That’s why working with Revotech makes so much sense—we know how to map out rollouts without interfering with day-to-day operations or unrelated workflows.

    Our first recommendation is simple: send us a message. We have experience helping companies figure out how to get the most out of AI without overspending or taking unnecessary risks. Take a look at these tips while you’re waiting to hear back—it won’t be long, and they’ll give you a solid idea of how we help clients leverage AI safely, too.

    1. Carefully Assess Your Needs

    You can’t leverage AI properly unless you have a clear idea of how you want to use it, and figuring that out is more involved than you might think. Start by thinking about how you recruit now and where your pain points are. Chat with your HR department or talent acquisition specialists and ask them what they wish was easier—that’s a great place to start.

    See Also: How to Develop an IT Strategy for Your Business

    2. Pick the Right Tools

    We recommend turning to an expert for this, because no two AI systems are exactly the same—and there’s a lot of tools out there that just don’t deliver value. Ultimately, you’re looking to choose AI solutions that closely align with your budget, the size of your company, and any specific hiring needs.

    3. Start Small and Go Slow

    Roll out new AI systems on a small scale initially so you can test them without impacting day-to-day operations. Get feedback from site managers, schedulers, or HR coordinators, and use it to fine-tune the system until you see clear, measurable benefits. Once it’s time to move forward, continue the rollout in phases and collect data at each step.

    Partnering with a managed services provider can help. For example, our IT assessment and strategy services can provide you with a clear picture of how your recruiting technology is performing so that you can make the updates that deliver the best results.

    See Also: 10 Types of IT Managed Services and Their Importance

    4. Make Training Available

    Lack of training is the number one hurdle to technology adoption. Ideally, the AI should be dead-simple and intuitive to use in the first place, but make workshops, guides, and other training materials available so people know how to use the system and who to contact if they need help.

    Concept of two businessmen bumping fists with an AI

    Embrace the Future of Talent Acquisition With Revotech

    AI-driven recruitment systems are becoming a necessity for companies who want to stay competitive without spending a fortune on recruiting. In high-volume hiring sectors like construction or manufacturing, where businesses often need to hire hundreds or thousands of people at a time, AI can give you a serious advantage over the competition—and help you survive the ongoing labor shortage.

    Don’t miss out on finding the hidden gems and superheroes who can take your business to the next level and help you thrive in spite of skill gaps. Make Revotech your partner for AI-driven recruitment and increase your chances of finding the talent you need to succeed.

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