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Trend 1 : The talent pool is shrinking. The Conference Board of Canada predicts a shortage of 1 million workers by 2024.. Five major trends transforming the labour market. Fewer qualified workers will be available Due to economic growth and Baby-boomers retirement, there will simply b
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2. Trend 1 :
The talent pool is shrinking
Review morning’s agendaReview morning’s agenda
3. Review morning’s agendaReview morning’s agenda
4. Five major trends transforming the labour market.
Fewer qualified workers will be available …
Due to economic growth and Baby-boomers retirement, there will simply be fewer candidates to fill all the available positions on the market.
The threat will be felt mostly around qualified and experienced candidates.
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5. The labour Cake is Shrinking Think of the U.S. labor market as a big cake left out in the sun.
All levels of candidates will shrink.Think of the U.S. labor market as a big cake left out in the sun.
All levels of candidates will shrink.
6. Review morning’s agendaReview morning’s agenda
11. A Paradigm Shift Our hypothesis is that the middle group is now the largest of the three groups
Why is this important to you? BECAUSE THEY’RE YOUR EMPLOYEES
Our hypothesis is that the middle group is now the largest of the three groups
Why is this important to you? BECAUSE THEY’RE YOUR EMPLOYEES
14. Employee tenure and retention are going to be challenges, too.
As Canada’s economy has gained velocity job tenure among critical working age groups has been declining. Since 1994 average job tenure among workers, ages 15-24 and 25- 44, has declined approximately 2.5 months.
Is the free-agent mentality that’s so pervasive among younger workers in the States emerging in Canada?
It may be too soon to tell. But a highly educated society with a vibrant economy, replete with critical skills shortages and growing numbers of jobs could be an incubator for changing attitudes about loyalty and commitment to jobs and employers.Employee tenure and retention are going to be challenges, too.
As Canada’s economy has gained velocity job tenure among critical working age groups has been declining. Since 1994 average job tenure among workers, ages 15-24 and 25- 44, has declined approximately 2.5 months.
Is the free-agent mentality that’s so pervasive among younger workers in the States emerging in Canada?
It may be too soon to tell. But a highly educated society with a vibrant economy, replete with critical skills shortages and growing numbers of jobs could be an incubator for changing attitudes about loyalty and commitment to jobs and employers.
18. Trend 2 :
New behavior to find a new job
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19. Five major trends transforming the labour market.
A TECHNOLOGY SAVVY TALENT POOL…
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24. Employee tenure and retention are going to be challenges, too.
As Canada’s economy has gained velocity job tenure among critical working age groups has been declining. Since 1994 average job tenure among workers, ages 15-24 and 25- 44, has declined approximately 2.5 months.
Is the free-agent mentality that’s so pervasive among younger workers in the States emerging in Canada?
It may be too soon to tell. But a highly educated society with a vibrant economy, replete with critical skills shortages and growing numbers of jobs could be an incubator for changing attitudes about loyalty and commitment to jobs and employers.Employee tenure and retention are going to be challenges, too.
As Canada’s economy has gained velocity job tenure among critical working age groups has been declining. Since 1994 average job tenure among workers, ages 15-24 and 25- 44, has declined approximately 2.5 months.
Is the free-agent mentality that’s so pervasive among younger workers in the States emerging in Canada?
It may be too soon to tell. But a highly educated society with a vibrant economy, replete with critical skills shortages and growing numbers of jobs could be an incubator for changing attitudes about loyalty and commitment to jobs and employers.
25. Employee tenure and retention are going to be challenges, too.
As Canada’s economy has gained velocity job tenure among critical working age groups has been declining. Since 1994 average job tenure among workers, ages 15-24 and 25- 44, has declined approximately 2.5 months.
Is the free-agent mentality that’s so pervasive among younger workers in the States emerging in Canada?
It may be too soon to tell. But a highly educated society with a vibrant economy, replete with critical skills shortages and growing numbers of jobs could be an incubator for changing attitudes about loyalty and commitment to jobs and employers.Employee tenure and retention are going to be challenges, too.
As Canada’s economy has gained velocity job tenure among critical working age groups has been declining. Since 1994 average job tenure among workers, ages 15-24 and 25- 44, has declined approximately 2.5 months.
Is the free-agent mentality that’s so pervasive among younger workers in the States emerging in Canada?
It may be too soon to tell. But a highly educated society with a vibrant economy, replete with critical skills shortages and growing numbers of jobs could be an incubator for changing attitudes about loyalty and commitment to jobs and employers.
26. BIO: Gabriel Bouchard is Vice-President and General Manager of Monster.ca, Canada’s leading career management portal, part of the Monster Worldwide network, and one of Canada’s leading experts on employment and recruitment trends that are being driven by the evolution of the Internet. In 1996, while Vice-President of Marketing at TMP Worldwide, Bouchard founded an online recruitment service. In 1997, he launched Monster.ca, the career site pioneer in Canada. His insights into how online recruiting is reshaping Canada’s employment marketplace have driven Monster.ca’s rapid growth as Canada’s expert source in online recruiting and one of the country’s most successful Internet companies. Bouchard regularly travels across Canada, speaking to organizations about the impact of current employment issues and how they factor into future planning. An effective recruiting strategy is one that integrates all your on-and-offline recruiting efforts -- messages, database searches, agents, promotions, incoming and outgoing emails -- driving these efforts toward achieving a single common goal, which is to attract and drive traffic to your company. An effective recruiting strategy is one that integrates all your on-and-offline recruiting efforts -- messages, database searches, agents, promotions, incoming and outgoing emails -- driving these efforts toward achieving a single common goal, which is to attract and drive traffic to your company.
