Five key workforce challenges for 2013
Job seekers have some reason for optimism in 2013, depending on their skill set. Unemployment rates in Canada are relatively low as labour shortages continue for professionals in many highly skilled occupations.
An informal survey of HR specialists, recruiters and consultants showed some common trends that will emerge or continue this year.
Labour shortages
Especially in provinces such as Alberta, labour shortages remain persistent in areas of highest demand — a trend that is expected to intensify if the economy remains reasonably strong in 2013. It’s putting more pressure on employers and recruiters to hire and seek out new talent to ensure their firms are positioned for growth.
“Employers can only pay so much for their workforce and small to medium companies are competing with the huge employer players,” said Sharlene Massie, chief executive of About Staffing Ltd. in Calgary. “(It’s) very tough to attract and retain a reasonable workforce when demands are higher than reasonable expectations.”
Specialized skills in demand
Carmen Goss, president of Prominent Personnel, which targets oil and gas recruitment, is finding it more difficult to find highly specialized professionals in a range of positions.
Other areas where sub-specializations are in high demand include medicine, information technology, social media, heavy equipment and strategic sales management.
Career transitioning
Career paths are no longer linear. Most people graduating from college or university today can expect to transform their careers multiple times in a short time frame, Van Zorbas at Deloitte Canada LLP said. “Great new experiences might come from unexpected or non-planned career paths,” he said. “Be open to those opportunities (and) remember … the only thing constant is change.”
As more people retire, younger generations are expected to see this trend increase as more upward career potential occurs and people take on new roles or transition careers more rapidly.
Economic and job uncertainty
The “fiscal cliff ” may have been averted in the U.S. for now, but ongoing concerns about global economic uncertainty have employers cautious about their hiring plans for the rest of the year. Any tipping point — one way or another — could have profound implications.
“The need to hire is there, but if the economy dips, companies may need to lay off the newly hired workforce — a true balancing act,” Massie said. “This uncertainty is creating mass confusion in the work world.”
Employers have to be more strategic, Zorbas added.
Retirements and succession
The wave of retiring baby boomers is going to be exacerbated in 2013 by employers who do not have adequate succession plans in place.
With a large segment of the Canadian labour force eligible for retirement, employers need to consider how they can access these workers, many of whom are not ready to completely exit the workforce, said Ken Vinge of Bowen Workforce Solutions in Calgary.
“Contracting is becoming increasingly attractive to many professionals who are retiring,” Vinge said. “Contractors can be a smart choice for employers who need support for major projects.”