Statistics Canada June 2019 Labour Force Survey Report

By on July 8, 2019 at 8:18am






    Unemployment Rate
  July '18 5.8%
  August '18 6.0%
  September '18 5.9%
  October '18 5.8%
  November '18 5.7%
  December '18 5.7%
  January '19 5.8%
  February '19 5.8%
  March '19 5.8%
  April '19 5.7%
  May '19 5.4%
  June '19 5.5%

*Source: Statistics Canada


**Source: Statistics Canada, Seasonally Adjusted, July 2018–June 2019



59% of workers don’t believe AI and automation will impact their job.

90% of managers say upskilling staff on new technologies will be challenging.

88% say finding professionals with requisite skills will be difficult.

Source: Robert half surveys of more than 400 workers and 300 managers in Canada.

© 2019 Robert Half.

Statistics Canada just released the June 2019 Labour Force Survey, reporting a slight increase in the unemployment rate, up 0.1 per cent to 5.5 per cent. While more people were looking for work in June, employment itself held steady.


Highlights in June

  • In the second quarter, employment rose by 132,000 (+0.7 per cent), virtually all in full-time work.
  • On a year-over-year basis, employment was up by 421,000 or +2.3 per cent
  • Over the same period, total hours worked were up 1.8 per cent.


Regional Highlights 

  • In Alberta, employment rose by 10,000 in June, as an increase in full-time work more than offset a decline in part-time work. The unemployment rate was little changed at 6.6 per cent. On a year-over-year basis, employment in Alberta grew by 30,000 (+1.3 per cent), entirely due to gains in the second quarter of 2019.
  • June employment decreased by 5,200 in Manitoba, driven by losses in part-time work. The unemployment rate increased 0.7 percentage points to 5.7 per cent, as more people searched for work.
  • In Quebec, the unemployment rate was 4.9 per cent in June, matching the 43-year low observed in April. On a year-over-year basis, employment in the province grew by 68,000 (+1.6 per cent), all in full-time work.
  • Employment in British Columbia was little changed in June. The unemployment rate was also little changed at 4.5 per cent. Compared with June 2018, employment in the province rose by 109,000 (+4.4 per cent).
  • In Ontario, employment was little changed following two consecutive monthly increases. The unemployment rate increased 0.2 percentage points to 5.4 per cent as more people searched for work. Year over year, employment in Ontario was up 184,000 (+2.5 per cent).

What employers need to know
Many candidates have multiple job opportunities to consider in this tight hiring market. And some job seekers will wait until they receive a solid offer of employment before deciding whether they want to work for a company. They might even say yes to the job — and then change their mind. In fact, a recent Robert Half survey found that nearly one in four Canadian workers (23 per cent) have done exactly that. The top reason job seekers fail to commit? They received a better offer from another company.

You can’t prevent every promising candidate from changing their mind about joining your organization, but you still want to reduce the chances of that happening. These strategies can help you:

  • Don’t drag your feet. If you think you’ve found an outstanding candidate, there’s a good chance that other employers are courting that person as well. So, be careful not to take too long to hire. Do the necessary due diligence, but then move as swiftly as possible to make an offer.
  • Don’t skimp or low ball. In a hiring market with low unemployment, you can’t afford to hold back on offering competitive compensation and compelling perks. Present a generous hiring package that makes sense for your business but is also difficult for the candidate to refuse.
  • Stay in contact. Take a high-touch approach to communication with potential hires. From the moment you first reach out to them for an interview through their first day on the job, maintain constant contact with candidates to ensure they are feeling good about the process and you’re aware of any questions, concerns or second thoughts they might have.

Continue the above approach throughout your company’s onboarding process, too. You want to help new hires succeed from day one and help ease their anxieties. The onboarding phase is the time when you need to reassure your new employees that they made the right choice in joining your firm.

What job seekers need to know

Most skilled professionals can find job opportunities in the current hiring environment — especially if they are in a hot market or industry. However, the abundance of options can make some candidates fickle with employers during the hiring process. They’ll turn down a position after they’ve already accepted it because they received a better offer elsewhere. In some cases, candidates will walk away from a potential employer without any explanation or even a thank-you.

You shouldn’t accept a job that isn’t right for you, of course. But you shouldn’t string along or end up “ghosting” an employer who is interested in hiring you, either. It’s just bad form, as well as a sure-fire way to tarnish your professional reputation. The following tips can help you to avoid creating an awkward hiring situation:

  • Be strategic. Are you blasting out your resume to employers at scale, just to see who bites? Are you taking time to consider all the things an employer might offer that would make pursuing a job truly worthwhile? Be thoughtful and strategic in your approach as a job applicant, and you’ll be more likely to connect with employers who would be a good match for you.
  • Be transparent. If you’re interviewing with multiple companies, or even considering other job offers, let hiring managers know. It could prompt them to move faster or extend a more generous job offer.
  • Decide quickly. If you go through the hiring process in good faith but still get cold feet once a job offer is in hand, don’t leave the employer hanging. While you don’t have to explain your decision, consider offering some insight into why you’ve said no. It can help the employer to refine their hiring approach — and it will help you to make a positive impression in a delicate situation.

While you may not be interested in an employer’s current job offer, you might want to apply to the company again someday. Or, in the future, you might encounter the hiring manager you met at another firm. So, strive to be thoughtful, honest and graceful in every aspect of the hiring process, as it could very well impact your future career path.

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