Job vacancies, labour mobility and layoffs
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- Articles and reports: 75-004-M2016001Description:
The 2011 Workplace Survey (WS) was an experimental survey funded by Employment and Social Development Canada. It was the first version of a cross-sectional survey that was to be conducted annually. It was meant to help improve the content and collection tools used for subsequent cycles. The survey covered job vacancies, among other things. According to that survey, there were 392,500 job vacancies in December 2011, representing 2.7% of all filled and unfilled positions in Canada that month. This article presents the results of the WS and examines whether the trends observed in the job vacancies are reflected in selected Labour Force Survey (LFS) indicators. Since the WS was a pilot survey and response rates varied depending on the question, some results cannot be provided.
Release date: 2016-03-18 - 2. Layoffs in Canada ArchivedArticles and reports: 75-001-X201010513250Geography: CanadaDescription:
Layoffs displace a large number of workers each year, and they are known to have lasting effects on individuals' standard of living. This study conducts a comparative analysis of the risk of layoff between the 1990s and 2000s, seeking to identify the factors associated with this risk. It then examines the duration of jobless spells as well as various characteristics of the lost jobs and subsequent jobs, such as the wage, union coverage and participation in a retirement plan.
Release date: 2010-06-22 - Articles and reports: 11F0024M20040007451Description:
Our social contacts and networks influence many aspects of our lives. Both workers and employers use "social networks" in various ways. Information from personal and professional contacts may lead to a better "match" between a worker and a job than do hirings through purely formal means without access to information from personal contacts. This improved match may also lead to better job outcomes. Social networks could also been seen to be limiting or exclusive of some workers. This presentation discusses findings from the Survey of Labour and Income Dynamics on the use of personal and professional networks in obtaining work. Who uses social networks to find work? What types of work are obtained? Is there a relationship between the use of personal or professional contacts and job outcomes? These are questions of interest for workers, employers and professionals in human resources and employment services.
Release date: 2004-11-25 - 4. Management Experience and Diversity in an Aging Organization: A Microsimulation Analysis ArchivedArticles and reports: 11F0019M2002188Geography: CanadaDescription:
The aging of the Canadian population is a well recognized phenomenon and has received considerable policy research attention, particularly in the health and public pension domains. Very little work has been focused on the impacts of aging at the organizational level. Foot and Venne studied the advancement of the baby boom through traditional organizational hierarchies, noting its impacts on human resource policies that encourage horizontal career development. Saba et al looked more particularly at the management of older professionals in the Quebec public service, finding that employee recognition was an important human resource strategy for motivating this group. We extend these studies further along the aging ladder -- to the point where retirement and replacement become the major concerns.
Looking at the management hierarchy within Statistics Canada, we use a microsimulation model first to estimate the expected level of retirements over the next 10 years. We then detail the adjustments to promotion and hiring rates required to replace outgoing managers. We then examine simulated microdata to estimate the experience effects of increasing turnover. Finally, we use the demographic features of the model to examine whether the increasing turnover is likely to increase the representation of women and visible minorities among Statistics Canada managers.
Given the assumptions outlined in the paper, we find that increasing turnover rates in the next 10 years will generally not reduce management experience to below recently observed levels. We also find that given equal promotion rates for men and women, the representation rate of women among Statistics Canada managers is likely to increase rapidly in coming years. On the other hand, visible minority representation among managers will likely stall for several years, even with proactive recruitment and advancement policies.
Release date: 2002-08-08 - Articles and reports: 71-584-M2001002Geography: CanadaDescription:
This paper examines the job vacancy rate in Canada in order to estimate companies' hiring intentions and the future direction of labour demand. It uses data from the new Workplace and Employee Survey (WES).
Release date: 2001-11-01 - 6. After the layoff ArchivedArticles and reports: 75-001-X20010105960Geography: CanadaDescription:
This study looks at the results of permanent layoffs from full-time jobs. How long does it take laid-off workers to find a new job? What factors affect the length of joblessness? For those who are successful in finding a new job, what is the wage gap between the old job and the new one? What factors influence this wage gap?
Release date: 2001-10-25 - 7. Looking for work ArchivedArticles and reports: 75-001-X19980033945Geography: CanadaDescription:
Unemployed job seekers have changed their approach to looking for work. This article, which presents data for 1977 to 1997, examines job search methods by age, sex, education and duration of unemployment.
Release date: 1998-09-09 - 8. Taking their leave ArchivedArticles and reports: 75-001-X19890032281Geography: CanadaDescription:
Are winter vacations from work becoming more popular? Do vacation patterns differ by age, sex industry or job tenure? These are among the questions addressed in this study. Trends since the 1950s are also briefly reviewed.
Release date: 1989-09-30
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Analysis (8)
Analysis (8) ((8 results))
- Articles and reports: 75-004-M2016001Description:
The 2011 Workplace Survey (WS) was an experimental survey funded by Employment and Social Development Canada. It was the first version of a cross-sectional survey that was to be conducted annually. It was meant to help improve the content and collection tools used for subsequent cycles. The survey covered job vacancies, among other things. According to that survey, there were 392,500 job vacancies in December 2011, representing 2.7% of all filled and unfilled positions in Canada that month. This article presents the results of the WS and examines whether the trends observed in the job vacancies are reflected in selected Labour Force Survey (LFS) indicators. Since the WS was a pilot survey and response rates varied depending on the question, some results cannot be provided.
Release date: 2016-03-18 - 2. Layoffs in Canada ArchivedArticles and reports: 75-001-X201010513250Geography: CanadaDescription:
Layoffs displace a large number of workers each year, and they are known to have lasting effects on individuals' standard of living. This study conducts a comparative analysis of the risk of layoff between the 1990s and 2000s, seeking to identify the factors associated with this risk. It then examines the duration of jobless spells as well as various characteristics of the lost jobs and subsequent jobs, such as the wage, union coverage and participation in a retirement plan.
Release date: 2010-06-22 - Articles and reports: 11F0024M20040007451Description:
Our social contacts and networks influence many aspects of our lives. Both workers and employers use "social networks" in various ways. Information from personal and professional contacts may lead to a better "match" between a worker and a job than do hirings through purely formal means without access to information from personal contacts. This improved match may also lead to better job outcomes. Social networks could also been seen to be limiting or exclusive of some workers. This presentation discusses findings from the Survey of Labour and Income Dynamics on the use of personal and professional networks in obtaining work. Who uses social networks to find work? What types of work are obtained? Is there a relationship between the use of personal or professional contacts and job outcomes? These are questions of interest for workers, employers and professionals in human resources and employment services.
Release date: 2004-11-25 - 4. Management Experience and Diversity in an Aging Organization: A Microsimulation Analysis ArchivedArticles and reports: 11F0019M2002188Geography: CanadaDescription:
The aging of the Canadian population is a well recognized phenomenon and has received considerable policy research attention, particularly in the health and public pension domains. Very little work has been focused on the impacts of aging at the organizational level. Foot and Venne studied the advancement of the baby boom through traditional organizational hierarchies, noting its impacts on human resource policies that encourage horizontal career development. Saba et al looked more particularly at the management of older professionals in the Quebec public service, finding that employee recognition was an important human resource strategy for motivating this group. We extend these studies further along the aging ladder -- to the point where retirement and replacement become the major concerns.
Looking at the management hierarchy within Statistics Canada, we use a microsimulation model first to estimate the expected level of retirements over the next 10 years. We then detail the adjustments to promotion and hiring rates required to replace outgoing managers. We then examine simulated microdata to estimate the experience effects of increasing turnover. Finally, we use the demographic features of the model to examine whether the increasing turnover is likely to increase the representation of women and visible minorities among Statistics Canada managers.
Given the assumptions outlined in the paper, we find that increasing turnover rates in the next 10 years will generally not reduce management experience to below recently observed levels. We also find that given equal promotion rates for men and women, the representation rate of women among Statistics Canada managers is likely to increase rapidly in coming years. On the other hand, visible minority representation among managers will likely stall for several years, even with proactive recruitment and advancement policies.
Release date: 2002-08-08 - Articles and reports: 71-584-M2001002Geography: CanadaDescription:
This paper examines the job vacancy rate in Canada in order to estimate companies' hiring intentions and the future direction of labour demand. It uses data from the new Workplace and Employee Survey (WES).
Release date: 2001-11-01 - 6. After the layoff ArchivedArticles and reports: 75-001-X20010105960Geography: CanadaDescription:
This study looks at the results of permanent layoffs from full-time jobs. How long does it take laid-off workers to find a new job? What factors affect the length of joblessness? For those who are successful in finding a new job, what is the wage gap between the old job and the new one? What factors influence this wage gap?
Release date: 2001-10-25 - 7. Looking for work ArchivedArticles and reports: 75-001-X19980033945Geography: CanadaDescription:
Unemployed job seekers have changed their approach to looking for work. This article, which presents data for 1977 to 1997, examines job search methods by age, sex, education and duration of unemployment.
Release date: 1998-09-09 - 8. Taking their leave ArchivedArticles and reports: 75-001-X19890032281Geography: CanadaDescription:
Are winter vacations from work becoming more popular? Do vacation patterns differ by age, sex industry or job tenure? These are among the questions addressed in this study. Trends since the 1950s are also briefly reviewed.
Release date: 1989-09-30
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