Half of Canadian professionals are gearing up for a job search in the second half of 2024, according to a new report by talent solutions firm Robert Half. This marks an increase from 41% during the same period last year, highlighting a renewed confidence in the job market, it said.
The research revealed generational differences in job search intentions, with 69% of Gen Z and 47% of Millennials planning to explore new opportunities.
Gen X follows with 44%, and Baby Boomers with 40%, both showing a significant rise from the previous year.
Top motivations
Top motivations for seeking new positions include higher salaries (60%), better benefits and perks (50%), more flexibility (32%), and higher-level titles (31%). On the flip side, those content in their current roles cite a positive team and company culture, along with existing flexibility, as key reasons for staying put.
“As the economic outlook has evolved, professionals’ optimism in the job market has evolved too,” said Koula Vasilopoulos, senior managing director of Robert Half Canada. “Workers are feeling confident in their abilities and in the opportunities available to them, especially for those with in-demand skills and experiences.”
Despite this optimism, challenges remain. Nearly 58% of respondents indicated difficulty in making their resumés stand out, while 54% mentioned a lack of salary transparency in job postings as a significant hurdle. Additionally, 50% found it challenging to find the time to search and apply for jobs.
Nonetheless, 78% of professionals, whether actively job seeking or not, expressed confidence in their abilities and have taken steps to enhance their employability by acquiring new skills.
Deal breakers
The report also highlighted several deal breakers for job seekers, including mismatched titles and experience requirements (39%), a lack of remote work options (39%), vague job responsibilities and career paths (36%), high employee turnover (34%), and the absence of a salary range in job descriptions (32%).
“Even though optimism is high, job seekers continue to face challenges in the labour market, and they need to take a strategic approach to their job hunting,” said Vasilopoulos. “Employers looking to attract top talent should ensure their hiring processes, compensation packages, and perks are competitive and aligned with what workers are seeking.”
The findings are based on a survey conducted by an independent research firm in April 2024, involving 600 Canadian workers aged 18 and older and over 200 hiring managers from companies with 20 or more employees.
A closer look at the data
| Generation | July 2023 | June 2024 |
|---|---|---|
| Gen Z | 64% | 69% |
| Millennials | 49% | 47% |
| Gen X | 39% | 44% |
| Baby Boomers | 22% | 40% |
| Motivator | Percentage |
|---|---|
| Higher Salary | 60% |
| Better Benefits and Perks | 50% |
| More Flexibility | 32% |
| Higher-Level Title | 31% |
| Challenge | Percentage |
|---|---|
| Making Resume Stand Out | 58% |
| Lack of Salary Transparency | 54% |
| Finding Time to Search and Apply | 50% |
| Deal Breaker | Percentage |
|---|---|
| Mismatched Title for Experience/Education | 39% |
| Requirement to Work On-site | 39% |
| Vague or Unreasonable Responsibilities | 36% |
| High Employee Turnover | 34% |
| No Salary Range Listed | 32% |
