Last updated on September 5th, 2018
Alberta, Saskatchewan and Newfoundland and Labrador stand out with their long-term job vacancy rates, according to Statistics Canada data for 2016.
In Alberta, 10.7% of vacant positions are unfilled for at least 90 days, or 4,494 positions, while in Saskatchewan and Newfoundland and Labrador, the rate is 10.6%. The number of vacancies for more than 90 days for these two provinces is 986 and 381, respectively.
The national average is 9%. Only the territories have higher percentages of unfilled positions in less than three months.
In the Yukon, the Northwest Territories and Nunavut, the rate is 15%.
More specialized jobs in search of candidates
While many Saskatchewanians struggle to find employment , Statistics Canada data indicate that there are many management, health and science opportunities that are lagging behind. These are the positions requiring a postgraduate degree that are the longest to fill.
In Saskatchewan, 19% of specialized jobs requiring more than a bachelor’s degree remained vacant for more than 90 days.
These figures do not surprise Tracy Arno, recruiter in the field of finance, marketing and management.
“Technology jobs are hard to fill,” she says. For beginners as well as for executive positions ”
Alberta faces the same problem, making the task of attracting workers from neighboring provinces even more difficult for Saskatchewan.
According to Tracy Arno, local resources are hard to find. The last two executive positions for which she recruited in Saskatoon were filled by candidates from another city.
The Government of Saskatchewan has indicated via email that its strategy to achieve a balance in the labor market is divided into four priorities:
- adapt vocational training to the needs of the economy;
- increase the involvement of under-represented groups in the workforce;
- attract skilled workers to the province;
- retain skilled workers in the province.
Professional reorientation as a solution
Tracy Arno expects the long-term job vacancy rate to drop in the coming years. She is convinced that reorientation and rehabilitation are part of the solution.
“There is going to be a dip, probably in the manufacturing and labor sectors, perhaps a dip in the oil and gas industry. Can employees be trained again to get a job that is difficult to power? We do not talk enough about it, “she says.
For these new trainings to be useful, the recruiter says they need to be fast, effective and inexpensive for job seekers.