Recruitment 2016–2020: New Talent Pools

Two major demographic pressures affecting the Canadian labour force today include: the large number of baby boomers approaching retirement age and the shortage of young people available to replace them. Competition for employees will continue—and increase—as employers in all sectors are affected by changing labour force demographics.

There is a wealth of skilled and talented people who are not effectively engaged in the Canadian workforce. The immigrant workforce, Canadian-born visible minorities, youth, mature workers, persons with disabilities and Aboriginal Peoples are all sources of talent that organizations can tap into.

In 2016 and beyond if organizations wish to thrive, they need be able to recruit and retain the talent they need from all talent pools. Including immigrants, Aboriginal Peoples and people with disabilities.

Some Labour Force Facts

  • According to Statistics Canada, as of 2011, all net labour force growth in Canada is expected to come from immigration. In 2006, 51% of new immigrants reported that they held university degrees, compared to only 19% of the Canadian population.
  • According to Statistics Canada, by 2017, the number of visible minorities in Canada is expected to double and account for approximately 20% of Canada’s population.
  • Indian and Northern Affairs Canada reports that the Aboriginal labour force is young and is growing at twice the Canadian rate. All growth scenarios considered, the Aboriginal Peoples population in Canada will represent a significant percentage of the labour pool in some major Canadian urban centres, as well as smaller communities.
  • While the gap in employment rates between people with and without disabilities has been shrinking, the difference remains significant. A 2001 Statistics Canada survey reported that: 90% of people with disabilities did as well or better at their jobs than non-disabled co-workers; 86% rated average or better in attendance; and staff retention was 72% higher among persons with disabilities
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One Comment

  1. Emerging talent needs to be taken seriously. This can’t just be a shortcut to the government achieving its three million apprentices target by 2020. Large businesses will give up interest if it isn’t easy for them to get back what they put in, or more pertinently, if volume recruitment of young employees becomes a task too tough to deal with in the long-term.

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