Employers face persistent skills shortages even as more professionals enter the job market
Nearly half of Canada’s employed workforce is preparing to change jobs before year-end, according to new data from talent solutions firm Robert Half.
A survey of more than 1,500 Canadian professionals found that 44% plan to look for a new job in the next six months, up from 33% in the first half of 2026 and 26% a year earlier. The findings signal a decisive shift in worker sentiment after several years of labour market caution.
Millennial workers lead the trend, with 53% indicating they intend to explore new opportunities, followed by human resources professionals at 57% and technology workers at 53%.
The broader employment backdrop provides context for the shift. Canada’s labour market has been described as operating in a “low-hire, low-fire” environment, with hiring rates running roughly 22% below their 2017–2019 averages as recently as late 2025. Employers now face a landscape defined by slower economic growth, global uncertainty and ongoing trade pressures, with the national unemployment rate ranging between 6.5% and 7%.
What is driving workers to move
Robert Half’s survey identified compensation and career development as the primary motivators behind the anticipated wave of job searches. Better benefits and perks topped the list at 38%, tied with career advancement opportunities, while 33% cited feeling underpaid relative to their skill set. A similar share said they were seeking greater flexibility or more remote work options.
For those choosing to stay put, workplace flexibility remains the deciding factor. Forty-six per cent of workers who intend to remain in their current roles cited not wanting to lose existing flexibility as their top reason for staying.
Koula Vasilopoulos, senior managing director at Robert Half, said caution has gradually given way to ambition.
“Over the past few years, many professionals have taken a more cautious approach to career moves, often prioritizing stability amid economic and workplace uncertainty,” she said. “We’re seeing a growing sense of confidence, with more people re-engaging in the job market and intentionally pursuing opportunities that offer meaningful career progression, flexibility and stronger alignment with their longer-term goals.”
AI raises the stakes for job seekers
While confidence is rising, the Robert Half data points to a new complication: artificial intelligence is reshaping competition for open roles in ways that may disadvantage individual candidates.
Among those actively looking for a new position, 51% said AI-generated applications have intensified competition, while 46% expressed concern about keeping their skills current as AI evolves.
The trend is visible across Canada’s recruiting landscape. A separate survey by Capterra in 2025 found that 48% of Canadian job seekers have used AI tools to enhance their applications, prompting employers — particularly smaller businesses — to explore countermeasures such as video-based interviews and anti-plagiarism technology.
Robert Half’s own hiring data underscores the challenge for employers seeking skilled candidates. According to the firm’s Demand for Skilled Talent report, 58% of finance hiring managers plan to expand permanent headcount in the second half of 2026, yet skills shortages are complicating efforts to deliver core projects as AI and automation raise expectations for efficiency.
Vasilopoulos said the burden falls on candidates to distinguish themselves.
“AI is reshaping the job search in real and immediate ways,” she said. “While these tools can help candidates apply more easily, they can also make it harder to stand out as applications become more uniform and less reflective of an individual’s true experience. Job seekers need to be thoughtful in how they use AI, while continuing to build in-demand skills and clearly articulate the value they bring.”
Hiring managers face a shifting landscape
Employer demand remains uneven across sectors. In human resources, 64% of HR leaders plan to expand permanent headcount in the second half of 2026, while 50% also expect to increase contract or temporary hiring. Finance and accounting hiring managers show a similar pattern, with 47% planning to add contract professionals to accelerate project delivery and maintain flexibility.
Canada is increasingly transitioning to a skills-driven economy where traditional hiring methods no longer guarantee access to top talent, according to a 2026 hiring outlook published by staffing firm Adecco. Improving employer branding and aligning hiring practices with regional labour needs have been identified as priorities for companies seeking a competitive advantage.
