Canadian companies struggle to fill full-time positions

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Sales, general labor and customer service positions are most in demand by employers

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TORONTO, Sept. 14, 2022 (GLOBE NEWSWIRE) — Canadian businesses continue to struggle to find qualified employees, especially for full-time positions, according to a new survey from The Harris Poll commissioned by Express Employment Professionals. Most companies (84%) say they plan to hire employees in key job categories before the end of the year, but 40% say they have not been able to fill the vacancies. positions currently open.

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Hiring managers primarily plan to hire full-time employees (75%), either by the hour (48%) or on a salary basis (39%). Interest in hiring full-time employees has steadily increased, up from 69% in the first half of 2021.

Yet, given the current labor shortage, nearly three-quarters of respondents (71%) say their company is willing to hire casual (i.e. temporary or contract) workers to meet business needs. In fact, a quarter of hiring managers (26%) say their company plans to hire seasonal, temporary or contract workers this year.

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The top job categories companies are considering hiring in this year include customer service (26%), general labor (24%), sales (23%), administrative/ office (17%) and computer/technology support (15%). .

When it comes to job levels, 55% of companies plan to hire for entry-level positions, 45% for mid-level positions, 22% for senior-level positions, and 10% for management positions. .

The survey results reflect what Brent Pollington, owner of an Express franchise in Vancouver, BC, sees in his local job market.

“The majority of vacancies are for permanent, full-time employees,” Pollington said. “There are labor shortages across the board – entry-level positions in the industrial sector and blue-collar workers are in high demand, but so are mid-level positions to VS.”

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While labor shortages have forced some companies to use casual or temporary workers, Pollington says employers should realize these workers can become the future workforce.

“If a company is able to scale up training and onboarding, resulting in a rapid shift from ‘unskilled and unable’ to ‘capable and capable’, then there is a huge upside to bringing in labor- occasional labor,” Pollington said. “Entry-level and blue-collar positions have been using it for years in warehouses and construction sites.”

With labor shortages and strong consumer demand expected to continue, businesses need to offer more flexibility and a better company culture, according to Michael Elliott, owner of Express franchises in Kitchener and London, Ontario.

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“There is a large group of workers available, but they are transient as they make multiple shifts in a short period of time,” Elliott said. “Some workers take more short breaks from work, and others are unwilling to commit to conventional work schedules because they want flexibility and a better work-life balance. work and benefits were more attractive and flexible, this transient group would be more willing to commit to permanent work opportunities.”

Pollington agrees and says employers need to come to terms with the fact that the workforce has changed and companies that innovate and provide flexible workplaces will win the competition for talent.

“Probably the biggest change employers will need to make is to increase training and onboarding capacity and lower expectations for long-term retention,” Pollington said. “If the market isn’t providing people with the skills you need, then you better start finding a way to provide the training. Employers also have the old mentality that retention is key and they don’t want to hire ‘jumpers’. It’s understandable, however, the focus should be on “why would anyone want to stay” and “how to create an organization that retains great people” rather than trying to hire people who don’t. leave. »

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“Workers today are looking for flexibility and with the severe shortage of skilled workers, these assignments allow individuals to gain experience in a variety of environments,” said Express Employment International CEO Bill Stoller. “These shorter work periods can often lead to permanent employment, creating the perfect solution for today’s tight job market.”

Survey methodology
The survey was conducted online in Canada by The Harris Poll on behalf of Express Employment Professionals between May 3 and May 23, 2022, among 504 Canadian hiring decision makers (defined as adults aged 18 and more in Canada who are employed full-time or self-employed). employees, work in companies with more than one employee and participate fully/meaningfully in hiring decisions in their company). The data have been weighted, where appropriate, by company size to bring them into line with their actual proportions in the population.

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If you would like to arrange an interview to discuss this topic, please contact Ana Curic at (613) 858-2622 or by email at [email protected]

About Bill Stoller
William H. “Bill” Stoller is President and CEO of Express Employment International. Founded in Oklahoma City, Oklahoma, the international recruitment franchisor supports the Express Employment Professionals franchise and associated brands. The Express franchise brand is an industry-leading international recruitment company with franchises in the United States, Canada, South Africa, Australia and New Zealand.

About Express Employment Professionals
At Express Employment Professionals, we’re in the people business. From job seekers to corporate clients, Express helps people thrive and businesses grow. Our international franchise network provides localized recruitment solutions to the communities they serve in the United States, Canada, South Africa, Australia and New Zealand, employing 586,000 people worldwide in 2021 and 10 million since its creation. For more information, visit

A photo accompanying this announcement is available at



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