Why are recruitment difficulties so serious in certain sectors?

Recruitment has become a major challenge for many businesses in Quebec, particularly in certain sectors where recruitment difficulties are particularly pronounced and where the demand for qualified workers far exceeds supply. Whether in the technology, health, engineering or construction sectors, employers must redouble their efforts to attract and retain the best talent. But why are these recruitment difficulties in certain sectors so prevalent in Quebec? Let’s explore the main reasons and solutions to overcome these obstacles.

Rare and highly specialized skills

Certain sectors of activity in Quebec require technical and specialized skills that are not widely available on the job market. For example, in the information technology sector, jobs such as full-stack developer or cybersecurity expert are particularly in demand, but qualified candidates are rare. This skills shortage is pushing companies to engage in a real war for talent. In addition, in sectors such as engineering and aeronautics, the lack of qualified workers is creating additional pressure on recruiters. According to the Ordre des ingénieurs du Québec, this shortage is exacerbated by the aging of the population and the retirement of many experienced professionals.

Increased competition between employers

Quebec companies struggling to recruit in specialized sectors face fierce competition, particularly in large cities like Montreal and Quebec City. Large organizations, which are often better funded, can offer high salaries and attractive benefits, which puts SMEs at a disadvantage. In addition, the most qualified candidates are often solicited by several employers at the same time, which further complicates the recruitment process. The Quebec market is particularly competitive for positions in technology, engineering and health, where demand is very high, particularly due to the rapid growth of the technology sector.

A mismatch between training supply and market needs

In Quebec, in some sectors, academic training does not always keep up with the changing needs of the labour market. For example, although the province has specialized schools, the manufacturing sector is still struggling to recruit CNC machine operators and automation technicians, despite a growing number of vacancies. This phenomenon creates a gap between the skills of graduates and the real needs of employers, particularly in the technical and industrial sectors.

According to the 2024 Employment Report in Quebec, this mismatch results in an increased demand for specialized trades and advanced technical skills that are not covered by traditional training. In response to this situation, the 2024-2025 Strategic Plan of the Ministry of Employment and Social Solidarity emphasizes the need to adapt the training offer in order to better meet the current needs of the job market, particularly in areas where the labor shortage is most pronounced.

Unattractive working conditions

Some sectors suffer from a poor image in terms of working conditions, which makes recruitment more difficult. For example, occupations requiring atypical schedules or difficult physical conditions, such as in construction, catering or transportation, struggle to attract new talent. The Quebec government has launched initiatives to improve construction sector conditions, but more efforts are needed to attract young workers. To address this, it’s crucial to improve work-life quality and promote benefits like social perks and wellness programs.

Talent retention: an additional challenge

Even when companies succeed in recruiting, they then face the challenge of retaining talent. This challenge is particularly acute in sectors where skills are scarce. Offering professional development opportunities, flexible working conditions and a stimulating environment is crucial to retaining talent in the long term. Companies must offer ongoing training and development to retain employees and keep a motivated, skilled workforce.

How to overcome these recruitment challenges in Quebec?

1. Improve the employer brand: Promote corporate culture and career prospects to attract talent. Quebec candidates are looking for companies with a strong organizational culture, a clear mission and professional development opportunities. A Jobillico study finds 75% of Quebec workers prioritize corporate culture in choosing an employer.
2. Develop academic partnerships: Collaborate with educational institutions in Quebec to promote training in sought-after skills. Institutions like Université Laval and ETS collaborate with industry to train talent and meet market needs.
3. Invest in internal training: Train existing employees to meet specific skills needs. Emploi-Québec recommends that companies adopt continuing education programs for their employees to prepare them for new technologies and market demands.
4. Use recruitment experts: Working with headhunters or specialist agencies can help you find talent that traditional methods miss. This can help target and attract strategic talent.

Conclusion

Recruiting in sectors under pressure in Quebec is a major challenge for companies. A proactive strategy focusing on working conditions and education can address recruitment difficulties in some sectors. At Jump! Recruiters, we put our headhunting expertise at the service of companies to help them recruit the strategic talent they need. Do not hesitate to contact us to learn more about our solutions tailored to your needs.