Two-fifths of employers having difficulty filling positions: Survey

Lack of applicants, experience, hard skills top challenges
||Last Updated: 08/22/2018
Recruitment, hiring, staffing
Skilled trades are the hardest jobs to fill, followed by sales representatives and drivers. Shutterstock

Forty-one per cent of Canadian employers are having difficulty filling jobs, according to a survey by Manpower.

Skilled trades are the hardest jobs to fill, followed by sales representatives and drivers.

At a time when organizations face a tightening labour market and the lowest unemployment in 40 years, most of the jobs where demand is growing are mid-skilled roles that require post-secondary training, but not always a full university degree, said Manpower.

More than two-thirds (68 per cent) of the companies are investing in learning platforms and development tools to build their talent pipeline, while 28 per cent per cent are changing existing work models, including offering flexible work arrangements to attract and retain talent, according to the nearly 2,000 employers surveyed.

More than half of companies (56 per cent) are looking at different talent pools for skills, including boomerang retirees or returning parents and part-timers.

"We continue to see increasing demand for skilled workers across all sectors of the Canadian economy, from trades and transport to sales," said Darlene Minatel, country manager at ManpowerGroup Canada. "Today's jobseekers don't always have the skills employers need. To solve our growing skills gap, we need to take a new approach. Employers need to buy skills in the short term, cultivate communities of talent by borrowing from external sources and help people with adjacent skills transition from one role to another. Above all, we need to build talent through upskilling and reskilling programs to develop a workforce with the skills companies and individuals need to succeed."

With global talent shortages at the highest level in 12 years ManpowerGroup recommends the following:

•BuildInvest in learning and development to grow the talent pipeline and upskill the existing and potential workforce.

•Buy: Go to the external market to find the best talent that cannot be built in-house in the timeframe required to fill immediate openings.

•BorrowCultivate communities of talent inside and outside the organization including part-time, freelance, contract and temporary workers to complement existing workforce.

•BridgeHelp people move on and move up to new roles inside or outside the organization.

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Comments (2)

Had it with job searching06/14/2019 3:33:05 PMIf there is such a job shortage then why is my professionally put together resume being constantly ignored by employers? Twice I have been called for interviews only to be ghosted without so much as the courtesy of a thanks but no thanks email. I present myself in a professional manner, do everything I can not to look 50 and believe some of these employers really want a lot with their 50-point requirements for what they are willing to pay. Time to take a break from this nonsense. There is not that much of a shortage if this is the norm.
Jobseeker08/21/2018 6:07:27 PMAs an older professional worker who was downsized eight months ago and has been actively job searching for eight months, I can vouch that employers are being overly selective in their searches. If the employer has 10 wants on their list and a candidate is able to fulfill eight out of 10, the employer does not pursue that candidate. In my experience, being an older worker, a woman and a visible minority, weighs very much against myself, the job seeker, despite employer claims.
There is a recruiter that commented that employers want 30 year old male employees with 15 years experience! I also have a male friend in the same profession as myself, who is also a visible minority who had a very difficult time landing a job.
Additionally, it has been my experience that pay rates have taken a 10-year dip, going back to the 2008 recession period. Employers are therefore not willing to respect an individual's experience by compensating fairly, nor is there any acceptance regarding cost-of-living increases.
The usual question I get asked is,"What sort of salary are you looking for?" Employers do not want to provide a total comp range that they are willing to pay, nor will they accept a response which states that the dollar figure is negotiable. What's important to me is the opportunity.
I obviously have a few things to say about this item. Please do not publicize any of my personal details.