The world of work has changed—and it’s not going back.
The pandemic didn’t create the labour shortage. It simply accelerated trends that were already underway: declining birth rates, delayed immigration, and shifting workplace expectations. What was projected to happen over the next 6–7 years is now our everyday reality.
To attract and retain top talent in today’s competitive market, employers must understand the forces at play—and respond with intention.
The Evolving Talent Pyramid
Traditionally, the labour market functioned like a pyramid: people entered at the base, moved into management, and eventually retired from the top. Today, that pyramid is inverted:
Top (largest group): Retiring Baby Boomers
Middle: Gen X and older Millennials
Base (smallest group): New entrants to the workforce
With lower birth rates, reduced immigration, and a growing number of retirements, there are simply fewer people entering the job market—not just in Canada, but worldwide.
And with the rise of remote work, Canadian workers are now being recruited by global employers. In fact:
Canada has a 5% unemployment rate
The U.S. has a 3.5% unemployment rate
There are 1 million job openings in Canada and 10.5 million in the U.S.
Translation? Canadian talent is in high demand—and American companies are actively targeting it.
Employee Attraction Starts with Flexibility
One of the most impactful shifts has been the rise of remote and hybrid work.
After the world went virtual, 70% of workers returned to on-site roles once restrictions eased. But 237,000 people left industries where work-from-home or flexible shifts weren’t an option.
Today, if you don’t offer remote or hybrid work, you’re reducing your candidate pool by up to 50%.
This doesn’t mean every job can or should be done remotely—but employers must rethink how work is structured, communicated, and supported to stay competitive.
Employee Retention = Employee Engagement
Attracting talent is one thing. Keeping them is another.
Engagement is the single most powerful driver of retention. If you want to know where you stand, start with an employee engagement survey—even a basic one using a tool like SurveyMonkey. Then measure annually to track progress and trends.
What Drives Engagement?
Your approach to leadership matters—especially when managing a multigenerational team. Today’s top leaders are:
Empathetic
Flexible
Trustworthy and transparent
Clear and consistent in their communication
(If you think you’re communicating enough—double it.)
Strong leaders develop, motivate, and support their people. They focus on recognizing strengths rather than rigid job titles.
Gallup Poll Snapshot: How Engaged Are Your People?
According to a Gallup employee engagement poll:
27% are engaged
These are your rockstars
They do ~60% of the work
They’re worth ~$0.90 on the dollar
59% are not engaged
Doing their jobs—but nothing more
Also doing ~60% of the work
Worth ~$0.70 on the dollar
14% are actively disengaged
Disruptive, unmotivated, or even harmful
Only contributing ~20% of the work
Worth ~$0.50 on the dollar
The mistake many employers make?
They write policies aimed at the 14%—and in doing so, alienate the top 27%, causing them to disengage or leave altogether.
Retention Tip: Keep the Door Open
If an engaged employee decides to leave, don’t just offer a counteroffer. Instead:
Acknowledge their value
Let them know the door is open if they experience buyer’s remorse
Keep in touch post-departure—check in, stay supportive
Former employees who return often become some of your most loyal and productive team members.
Why People Join, Stay, and Leave
Employee engagement starts with understanding what truly matters to your team.
Why People Join
Geography
Industry/vocation
Compensation
Perceived value of the role
Why People Stay
Colleagues and company culture
Their boss and leadership team
Strong relationships with clients/customers
Why People Leave
The job isn’t what was promised
Misalignment with the role or job description
Lack of purpose or enjoyment in daily tasks
Final Thought
The future of work is already here. If you want to compete for top talent—attraction and retention must go hand in hand. Focus on culture, communication, and flexibility, and you’ll stand out in a crowded, competitive market.
Share This Story, Choose Your Platform!
Job Analysis: Log Sheet
Understanding how employees spend their time is a key part of conducting an effective job analysis. This downloadable log sheet provides a simple, structured way to track daily tasks and responsibilities over a one-week READ MORE-->
Job Analysis: The Benefits of Job Analysis in Agriculture Recruitment
A job analysis is a structured review of a role’s duties, responsibilities, and requirements. It’s developed with input from incumbents, hiring managers, and HR to ensure alignment and accuracy across the hiring process. Importantly, READ MORE-->