Weird is Normal in Canadian Employment Data

Statistics Canada continues to prove its lack of credibility by reporting another set of bizarre employment numbers for October 2012.  Amidst all the doom and gloom employment reports that pour out of US media, Canadian job creation seems to continue on its consistent but lackluster path to prosperity. In typically Canadian understated fashion, things look pretty good on the north side of the 49^th.

Statistics Canada Employment 1000's

The employment graph shows that Canadian jobs have grown constantly since the low in June of 2008 to our current record high.  While little changed in October 2012, jobs grew over the previous 12 months by 157,000 (+1.4%) in the private sector and 74,000 (+2.1%) in the public sector.  All job growth has been primarily full-time.

In a similar report today from the US Bureau of Labor Statistics, America created 171,000 new jobs in October but not enough to budge their persistent unemployment rate off of 7.9%.  The Canadian unemployment rate also remains unchanged at 7.4%.   Canadian net growth of 1,800 jobs in October evoked the same insignificant response as 171,000 new jobs in the US.  It seems that size really does matter. 

The Bizarre

It’s difficult to understand how Statistics Canada can report (with a straight face) that Quebec gained 23,300 part-time jobs during the month of October while Ontario lost 39,800 part-time jobs in the same one month period.  Was there a barista boom in Quebec and a corresponding coffee crash in Ontario? Certainly Quebec students did not all rush out and find part-time jobs in October to start paying for their education. Education in Quebec is practically free!  Notwithstanding the low tuition, they think they shouldn’t have to pay regardless.

It is also difficult to believe the StatsCan monthly report claiming self-employed Canadians decreased in October by 14,900 while employee status workers increased by 16,600.  There aren’t any reasonable explanations for this.  I’m newly self-employed and loving it. I assure you that their estimate is off by at least 1 person if not by 100%.  They reported it, but it probably did not happen.

Do you think it’s true that the Canadian Goods Producing Sectors lost 19,300 jobs while the Services Producing Sector gained 21,000 new jobs? They reported it, but it probably did not happen.

It seems odd (unbelievable) to me that that the bean counters could stand behind a report that points to a huge shift from goods manufacturing jobs to lower level service sector jobs while they also report a counter intuitive shift from part-time to full-time employment?  They reported it but it probably did not happen.

The transportation, logistics and warehousing industry and staffing industry recruiters across the country are struggling to find drivers, warehouse workers, sales representatives, customs brokers, dispatchers and management yet Statistics Canada says the sector lost 7,700 jobs.  They reported it but it probably did not happen.

Statistics Canada can be given some benefit of the doubt.  These numbers are pretty small and small numbers lack statistical significance and therefore lack credibility.  That’s not their fault.  But, if the stock markets and governments are going react, as they typically do, to a jobs report that says we only created 1800 jobs, they should first look a little deeper into the crazy components that make up the overall statistics.   

The reality is that employment opportunities abound.  There are good jobs for good workers.  Employment matters and it’s a great time to be a Canadian.

               Steve Jones

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Great Recruiters Make a Great Commitment

Not all staffing companies are the same and not all recruiters are the same either. Four more of The People Bank/Aimco Staffing professionals have just joined the ranks of the most respected industry professionals by successfully completing and achieving their Certified Personnel Consultant designation.

We are very proud to announce that Kathy March, Tracey Arseneau, Alfredo de Leon and Aaron Campau have received notification of their accomplishments from the Association of Canadian Search, Employment and Staffing Services.

As employers and hiring managers, we always look deep into the credentials and qualifications of the people we hire so it only makes sense that when selecting a staffing company or recruiter, we should also look beyond the agency’s brochure and ask a few questions about recruiter and agency credentials.

Ask whether your staffing agency is a member of ACSESS. Every member of the Association of Canadian Search, Employment and Staffing Services has pledged to uphold the industry’s code of ethics and standards. This code addresses everything from disclosure of information to adherence to laws and respect of individuals.

Also look for the initials “CPC” behind a recruiter’s name. The Certified Personnel Consultant is the only certification for professionals working within the Canadian staffing industry. A recruiter with the “CPC” credentials has made a commitment to the industry and to professional performance.

Kathy March, Tracey Arseneau, Alfredo de Leon and Aaron Campau have taken courses and passed CPC exams that address important topics such as the legal aspects of staffing services, human rights, privacy laws, employment standards, employment equity, health and safety, selection techniques, and industry ethics. With the CPC designation, a staffing professional is not like all the others. We are very proud of their commitment to professional conduct in our industry and to our company. We are equality proud and confident in the services they each deliver to candidates and clients.

Whether you are a job seeker who wants to receive professional quality treatment or an employer who wants to hire with confidence, always look for the ACSESS logo and the initials “CPC” following your recruiters name.

Kathy March, CPC
Tracey Arseneau, CPC
Alfredo de Leon, CPC
Aaron Campau, CPC

Thank you and congratulations!

Steve Jones

President

The People Bank/Aimco, Allen Professional Search & La Banque de Personnel

Canadian Staffing Index - June 2011

“Although the Staffing Index remains below the pre-recession 100 level, it is continuing along an encouraging trajectory. On the ground, ACSESS members are reporting anecdotally that temporary assignments are lengthening, more employers are hiring permanent employees with the assistance of staffing companies, and there is a return to the traditional and predictable seasonal fluctuations in Temporary hours,” explained ACSESS President, Bryan Toffey, adding that, “These are all signs of stability and cautious optimism in the Canadian employment market.”
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The Canadian Staffing Index measures the hours of labour performed by a sampling of temporary and contract staffing in the staffing industry. The data collected is the largest sample size done in Canada provided by a number of Canadian staffing companies and accounts for approximately one third of total staffing industry sales. To preserve confidentiality the data is collected by Staffing Industry Analysts www.staffingindustry.com; an independent company specialized in staffing industry statistics. Data is available for the months starting July 2008 (the benchmark month) to the current month.

In review of similar Index research from the USA, many experts agree staffing industry employment data serves as an economic indicator. Historically, temporary employment improves as overtime hours increase and as unemployment claims decrease. This means the Index can provide a "near real time" indication of how the Canadian economy is performing.

"The Canadian Staffing Index demonstrates both the changes in the Canadian economy and the volatile nature of the staffing business. It is that ability to provide a flexible workforce that brings tremendous value to our clients."
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For more information regarding the Canadian Staffing Index contact:

Amanda Curtis, CAE
Executive Director, ACSESS
1-888-232-4962 / 905-826-6869

www.acsess.org

Inexpensive Perks - Attract & retain Talent

May 17th, 2011

For most companies, the idea of a big bonus or an automatic salary increase has been relegated to “the good old days.” But there are ways to add perks to a job listing and reward your employees without sending your company to the poorhouse. Offering flex-time, telecommuting, and tuition reimbursement are the most popular, but there are many more options. Use a little creativity and you’ll create a buzz about your business that will attract and retain top talent.

Here’s some perks to consider:

• Sports & Entertainment: Buy tickets from charity silent-auction tables for theatre, hockey, baseball, football or basketball and offer them as recognition, rewards and thank you throughout the year.

• Catch A Movie: Give away movie tickets (and money for popcorn, snacks and drinks).

• Grab A Bite: Restaurant coupons are always popular. Include a bottle of wine to say thank you to hardworking spouses for all that overtime work.

• Give A Gift Card: Whether it is to a local retailer, a Tim Horton’s card or shopping mall certificates, these are great ways to say thanks for a job well-done.

• Come And Get It: Leave the office early and treat everybody to a barbeque at a local park or throw a summer ice cream party or a winter pizza party in the conference room.

• Club Memberships Aren’t What They Used To Be: Most employees don’t need or want a fancy club membership but a family membership to a warehouse store like Costco will help your employees with food and clothing.

• Come Fly Away: If you don’t let your employees keep frequent flier miles earned for their business travel, use the accumulated miles to buy free flights for employees and/or pre-paid vacations at resorts or spas. (Mexico and the Caribbean are very popular destinations during Canadian winters.)

• Play, Dance, Laugh: Take some time to play games. Organize games in the park, ski days, skating parties, sailing excursions or fishing tours. Enter teams into charity bike-a-thons, walk-a-thons and 5 km runs. Bring in board games, cards or play charades. Break-out sessions at meetings and training days should include fun team building activities. Physical exercise and laughter are great perks.

• Ahhh! Spa: Have local masseuses come in and give chair massages to your employees. Reflexology foot massages are great, too. Also, buy some gift certificates to a neighborhood spa and treat your hard-working employees to some serious relaxation.

• Sponsor Teams: Offer to sponsor your employee’s kids’ Little League teams. Your company name on every uniform is good advertising too!

Look around your own life to see the types of things that make your daily existence just a little cushier and then offer those things to your employees. You’ll attract and maintain the good ones without breaking the bank.

To help you find those great employees, contact The People Bank today.

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