Canadian Unemployment at 7.4%

Canadian Unemployment at 7.4%

Canadian Unemployment at 7.4%

Written by user

May 5, 2020

May 5, 2020

December 4 2011 – Statistics Canada reported that the unemployment rate rose by 0.1% to 7.4% in November as employment fell by 19,000 – 53,000 part-time jobs lost compensated partly by more full-time jobs. Quebec and Saskatchewan showed employment losses in November while Nova Scotia gained jobs.

Seasonally adjusted, unemployment rates vary from 13.2% (Newfoundland and Labrador) to 5.0% (Alberta).

 

Rates for all the provinces were (previous month in brackets):

  • Newfoundland and Labrador 13.2% (12.9%)
  • Prince Edward Island 11.1% (11.2%)
  • Nova Scotia 8.6% (8.6%)
  • New Brunswick 9.8% (9.4%)
  • Quebec 8.0% (7.7%)
  • Ontario 7.9% (8.1%)
  • Manitoba 5.5% (5.2%)
  • Saskatchewan 5.1% (4.1%)
  • Alberta 5.0% (5.1%)
  • British Columbia 7.0% (6.6%)

Ken Georgetti, president of the Canadian Labour Congress said:

“Canada’s economy is headed for a slow down, according to the Organization for Economic Co-operation and Development and other expert observers.

“That means unemployment will remain high at a time when the Employment Insurance system is failing workers who lose their jobs. That has to be fixed and the place to begin is with the next federal budget.”

CLC Senior Researcher Chris Roberts provided the following analysis:

“Canada’s job market continued to sputter in November. Having been essentially flat since July, employment fell for the second consecutive month. The labour market lost a net 18,600 jobs, with all of the reduction coming in part-time work, which fell by 53,300. Many of these part-time jobs were among the self-employed, with 27,500 jobs lost from last month. Full-time jobs rose by 34,600 in November, making up only half of October’s full-time job losses. The number of unemployed Canadians increased for the second straight month, climbing by 20,500 to 1,394,700. The unemployment rate rose to 7.4 % up from 7.3 % in October and 7.1% in September. While employment in manufacturing fell for the second month in a row (-7,300), job losses in November were concentrated in services (-43,900), particularly retail and wholesale trade (-34,100) and business services (-29,200).”

Related Articles

Canadian Unemployment at 7.4%

Canadian Unemployment at 7.4%

December 4 2011 - Statistics Canada reported that the unemployment rate rose by 0.1% to 7.4% in November as employment fell by 19,000 - 53,000 part-time jobs lost compensated partly by more full-time jobs. Quebec and Saskatchewan showed employment losses in November...

5 Reasons Why You Should Treat Your Candidates Like Customers

5 Reasons Why You Should Treat Your Candidates Like Customers

5 Reasons Why You Should Treat Your Candidates Like Customers

Written by user

May 5, 2020

May 5, 2020

During the hiring process, it’s important to treat potential candidates as you would your customers. The market is competitive and you really can’t afford to not make the best impression every time, right? What this means is: respond punctually, be respectful, and help candidates grow through feedback even if you don’t decide to move forward with them. Need more convincing? Here are 5 reasons we think treating your candidates like customers is integrally important to the success of your business.

You are always selling something.

To your customers, you’re selling a product. To a candidate, your company is the product. Recruiters and Marketers have very similar jobs — to demonstrate that a product is interesting and unique by communicating effectively what the product is and inspiring interest in it. Whether or not the candidate is hired, recruiters are still the first point of contact a candidate will make with your company. Make it count by giving recruiters the tools they need to do the best job they can do. Value their position in the company and their impact to the bottom line.

Your reputation matters big time.

Brand reputation is crazy important. When you treat a candidate poorly during the hiring process, you lose the chance of making them a fan of your company and potentially, a customer. What is more, word-of-mouth is to the power of 1,000 these days thanks to social media. Poor hiring strategies coupled with a disgruntled candidate who decides to send out an unhappy tweet about your company, can mean devastating negative press for your brand. Be clear on your hiring strategy, act respectfully and professionally. It’s far easier to do this than to do damage control.

Ken Georgetti, president of the Canadian Labour Congress said:

“Canada’s economy is headed for a slow down, according to the Organization for Economic Co-operation and Development and other expert observers.

“That means unemployment will remain high at a time when the Employment Insurance system is failing workers who lose their jobs. That has to be fixed and the place to begin is with the next federal budget.”

CLC Senior Researcher Chris Roberts provided the following analysis:

“Canada’s job market continued to sputter in November. Having been essentially flat since July, employment fell for the second consecutive month. The labour market lost a net 18,600 jobs, with all of the reduction coming in part-time work, which fell by 53,300. Many of these part-time jobs were among the self-employed, with 27,500 jobs lost from last month. Full-time jobs rose by 34,600 in November, making up only half of October’s full-time job losses. The number of unemployed Canadians increased for the second straight month, climbing by 20,500 to 1,394,700. The unemployment rate rose to 7.4 % up from 7.3 % in October and 7.1% in September. While employment in manufacturing fell for the second month in a row (-7,300), job losses in November were concentrated in services (-43,900), particularly retail and wholesale trade (-34,100) and business services (-29,200).”

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Private Employment Agencies Vs. Professional Employment Agencies

Private Employment Agencies Vs. Professional Employment Agencies

Private Employment Agencies Vs. Professional Employment Agencies

Written by user

May 5, 2020

May 5, 2020

Private Employment Agencies

Most people correctly associate the word employment agency with recruitment agency or manpower consultant. There are however two distinct types of employment agencies Professional Employment Agencies and Private Employment Agencies. Let us have a closer look at both types.

Private employment agencies have the largest share of the market and are now quite well known to most people from personal experience at local offices and advertisements in the press. Local employment agencies deal with jobs that are clerical, junior administrative, shop staff, IT professional etc. Another type of private agency concentrates on recruitment and, sometimes, the initial stages of selection of middle and senior managers or of professional and specialist staff in fields such as, law accountancy, engineering, etc. Private employment agencies provide at times a very valuable service, especially in recruiting staff in situations where there is a shortage of the particular types of employees required. However, since they exist to make a profit, employers have to pay for any employees they may recruit in this way.

There are also pros and cons that have to be carefully weighed, especially when these private employment agencies are used to assist in the selection of managerial or professional staff. The advantages are the specialist knowledge that an agency can acquire of the employment conditions and requirements in particular fields, objectivity of view and skill in conducting the selection procedure. The main possible disadvantage in using external assistance for recruitment and selection purposes is the agent’s lack of first-hand experience of the cultural and environmental aspects of the organization’s work and life.

There has been substantial growth of head-hunters or recruitment consultants. As the terms suggest, these are private firms and agencies of recruitment consultants who earn fees by meeting the job needs of organizations for specialist and senior managerial staff. Much of their work is carried on by means of an informal network of contacts, whereby they keep records of career profiles of people likely to be in constant demand, and obtain information about the needs of employers for appointments to be filled. This method has provided its value to the employer and employee clientele of these agencies.

Professional Employment Agencies

Several different kinds of agencies are included under the heading or Professional Employment Agency. The features they have in common are that they are all agencies set up by particular organizations to help their own members or ex-members find employment and that they are generally non-profit -making. The agencies of this kind that employers are likely to need and use most regularly are:

  • Career services of academic institutions: Universities and similar institutions maintain a full-time career advisory service. They serve as an employment agency for graduating or recently graduated students, are centers of information for graduates about employment opportunities and for employers who are seeking potential managers or professional specialist.
  • Employment services of professional institutions: A number of professional institutions, such as those representing accounts, engineers, etc. have an employment advisory service whereby a register is kept of members seeking employment and information is collected from employers seeking staff in particular professions.
  • Employment exchange provided by the state service for young people provides a regular liaison between employers and unemployed youth.

While both types of employment agencies have flourished, a private employment agency with experience and professionalism is the most sought after.

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Canadian Unemployment at 7.4%

Canadian Unemployment at 7.4%

December 4 2011 - Statistics Canada reported that the unemployment rate rose by 0.1% to 7.4% in November as employment fell by 19,000 - 53,000 part-time jobs lost compensated partly by more full-time jobs. Quebec and Saskatchewan showed employment losses in November...

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What is the difference between head hunting company and talent agency?

What is the difference between head hunting company and talent agency?

What is the difference between head hunting company and talent agency?

Written by user

May 5, 2020

May 5, 2020

The major difference between head hunting company and talent agency lies in various approaches of talent resources.

Talent agencies usually collect talent information abundantly through talent website, recruitment advertising and talent market for the request of clients. They are often incapable of seeking senior managers or those in the industry with strong specialty or rare talents.

Head hunting companies are to study and analyze the related industry after receiving client’s requirement, decide the searching range and explore suitable candidates while head hunters first receive the client’s requirement before seeking for right candidates upon request.

To draw an analogy, an agency company is like a box lunch seller, who is waiting for the client after making the meal while a head hunting company is like a stir-fry cook, who makes special dish according to the taste of client.

Related Articles

Canadian Unemployment at 7.4%

Canadian Unemployment at 7.4%

December 4 2011 - Statistics Canada reported that the unemployment rate rose by 0.1% to 7.4% in November as employment fell by 19,000 - 53,000 part-time jobs lost compensated partly by more full-time jobs. Quebec and Saskatchewan showed employment losses in November...

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