Top Job Trends for 2007

 

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Top Job Trends for 2007

Remy Piazza, Managing Director of CareerBuilder.ca
The new year will bring strong hiring and more incentives for Canadian workers, according to a new survey by online job site CareerBuilder.ca.
After recovering from slow hiring in the summer months, Canada posted its 14th year of consecutive job gains in 2006, adding more than 308,000 jobs, according to Statistics Canada estimates. Meanwhile, the national unemployment rate dipped to 6.3 percent -- the lowest level in nearly 30 years.
Taking advantage of a stable economy, 42 percent of hiring managers expect to increase their number of full-time, permanent employees in 2007, while just 4 percent plan to cut their staffs, the CareerBuilder.ca survey found.
Although 44 percent of employers expect to add 10 or fewer employees in 2007, other companies have much larger recruitment plans. More than one-in-five hiring managers expect to add more than 50 workers, and more than one-in-ten plan to hire more than 100 employees.
The next three months will be especially strong for hiring. Forty-two percent of hiring managers expect to add new employees in the first quarter, while just 5 percent anticipate staff cuts.
But this favourable climate for job seekers could be troublesome for employers already coping with a shrinking labour pool as the Baby Boomer generation retires. Currently, 45 percent of employers say they have job openings for which they can't find qualified workers, and 16 percent report it typically takes them two months or longer to fill their open positions.
Seven Major Hiring Trends for 2007
As employers struggle to stay competitive, Canadian workers will see higher salaries, more flexible work schedules and better career advancement opportunities in 2007.
1. Bigger Paychecks -- Eighty-three percent of hiring managers plan to increase compensation for existing employees in 2007. Fifty-five percent will increase salaries by 3 percent or more, and one-in-five will boost pay by 5 percent or more.
2. Diversity Recruitment -- Recognizing the impact of workplace diversity on the bottom line, more hiring managers plan to aggressively recruit women and disabled workers in the coming year.
3. Rehiring Retirees -- Nearly one-in-four employers said they will hire retirees from other companies or provide incentives to entice workers approaching retirement age to prolong their careers at their organizations.
4. Flexible Work Arrangements -- Twenty-seven percent of hiring managers said they are very or extremely willing to provide flexible work arrangements for employees such as job sharing or alternate schedules in 2007. Sixteen percent are likely to allow workers to telecommute.
5. Career Advancement -- Thirty-seven percent of employers will be providing more promotions and career advancement opportunities for existing staff this year.
6. Training -- Nearly nine out of 10 employers are willing to recruit workers who lack experience in their industry but have transferable skills. Seventy-eight percent said they were willing to provide the necessary training and certifications to such candidates.
7. Expanding Overseas -- Eight percent of Canadian employers expect to expand operations and hire employees overseas in 2007.
Employees' Job Satisfaction
Programs aimed at preventing turnover have contributed to strong overall job satisfaction. Sixty-three percent of workers report they are satisfied with their jobs, and 19 percent describe themselves as dissatisfied.
Still, a favourable job market is enticing candidates to search for more lucrative opportunities in 2007. Thirty-three percent of workers plan to leave their current positions within one year, and 48 percent expect to seek a new position within two years.
When asked about typical job factors that influence continued job satisfaction and retention, respondents conveyed the following:

Pay -- Thirty-two percent of workers reported dissatisfaction with their pay, and 37 percent did not receive a raise in 2006. Of the workers who did see an increase, 30 percent received a bump of 2 percent or lower. In addition, two-thirds of workers did not receive a bonus last year.

Career Advancement -- Thirty-four percent of workers reported dissatisfaction with the career advancement opportunities provided by their employers. Eighty-five percent of respondents did not receive a promotion in 2006, and 25 percent believed they had been overlooked for one.

Work/Life Balance -- Twenty-six percent of workers reported dissatisfaction with their work/life balance. Forty-two percent said their workloads were heavier than they were six months ago.

Training/Learning -- Twenty-nine percent of workers are dissatisfied with the training and on-the-job learning opportunities provided by their current employers.
When considering new positions, workers said the most important attributes in a potential employer include:

Good work culture (24 percent)

Good career advancement opportunities (24 percent)

Company's stability and longevity in the market (19 percent)

Ability to offer flexible schedules (10 percent)

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