Job Council News

Job Vacancy Statistics in Canada

A job vacancy is an open position that a company is looking to fill. These positions are often advertised on online and offline job boards, as well as through internal recruitment processes. A successful job ad will clearly describe the role and the requirements. The ad should also provide some background information about the company, such as its mission and culture. This helps candidates decide whether they are a good fit for the job.

Job vacancies can be an indicator of economic trends. A rise in vacancies can signal that the economy is growing, as companies are hiring to meet increased demand for their products or services. In contrast, a declining trend in vacancies can indicate that the economy is slowing down, as companies are scaling back hiring plans.

In Canada, job vacancy rates are estimated through employer surveys and online data sources. Two of the most widely used sources are the Job Vacancy and Wage Survey (JVWS) and the Labour Force Survey Employment, Payrolls, and Hours (LSES). Both the JVWS and LSES include a measure of current vacancies and forecast vacancies. In addition to these measures, the JVWS provides a breakdown by occupation and regional statistics.

Vacancies are also measured through the Quebec Employment, Purchasing, and Training Survey (ENQUIT). This survey is conducted ad hoc by the provincial government and includes data on jobs that have been vacant for four months or more. The ENQUIT data are analyzed to estimate current vacancies and the number of people expected to leave these vacancies in the coming year, as well as to assess the training needs of Quebec’s businesses.

The federal Employment Insurance program also conducts a monthly survey of employers to produce a national estimate of job vacancies. The data are analyzed to estimate the number of vacancies across industries, occupations, and regions. Vacancies are also tracked through the quarterly Your Business Outlook Survey, which is conducted by the Canadian Federation of Independent Business (CFIB) and includes a measurement of vacancies in small- and medium-sized enterprises.

While a job description is typically written for external purposes, the requirements of a particular job should be included in the corresponding job ad to attract qualified applicants. These requirements may include the level of education or work experience required, as well as any other requisite qualifications. However, it is important to keep in mind that a job ad is a marketing tool and should not be overly restrictive. If the requirements are too high, it may discourage potential applicants or result in a low response rate for the job. The ideal number of job requirements should be between 3 and 7. Avoid listing more than this, as it might scare off potential applicants. In some cases, a job advertisement might only include the job requirements that are essential to the role. Other elements, such as the time frame for the job, are usually outlined in the interview process. This is because flexible working hours are common for full-time employees, and certain industries or markets work around different schedules or time zones.