Talent Shortages by Sector: Where Employers Need to Move Fast

Canada’s labour market in 2025 is sending mixed signals. Overall, job growth has slowed, and unemployment has risen slightly, yet many industries are still struggling to find qualified people. In some cases, retirements are outpacing new entrants, while in others, global trends and technological change are driving up demand faster than the workforce can keep pace.

This blog takes a closer look at the sectors where talent shortages are most severe and outlines how employers can move faster to secure the people they need.

Information Technology

Technology remains one of the most competitive hiring landscapes in Canada. Employers across industries are expanding their digital teams to strengthen cybersecurity, implement artificial intelligence, and manage cloud-based platforms. According to CompTIA’s State of the Tech Workforce Canada 2025, employment in the tech sector continues to grow, and demand for specialized roles remains above average. Candidates with strong data analysis, software development, and cyber defence skills are receiving multiple offers at once.

Simplify your recruitment process and make decisions quickly. Be upfront about hybrid or remote flexibility and emphasize professional development programs. Tech professionals are looking for clear career paths and will often prioritize employers who show a commitment to continuous learning.

Skilled Trades and Engineering

Major infrastructure projects and housing construction are fueling demand for skilled trades and engineers. BuildForce Canada projects that nearly 270,000 experienced construction workers will retire by 2034, with a total hiring requirement of about 380,500 when retirements and growth are combined. This trend is creating shortages of electricians, welders, plumbers, and heavy equipment operators, as well as civil, electrical, and mechanical engineers.

Traditional job postings are no longer enough. Build partnerships with training institutions, invest in apprenticeship programs, and consider offering signing bonuses to attract certified tradespeople. Clear communication about compensation, job stability, and career progression will also make your roles more attractive.

Healthcare and Life Sciences

Healthcare continues to face significant labour shortages. The Canadian Institute for Health Information (CIHI) reported that in 2023–2024, about 8 percent of hospital staff hours were worked as overtime, which is the equivalent of 11,500 full-time positions. The challenge goes well beyond doctors and nurses, extending to pharmacists, lab technicians, personal support workers, and administrative staff. Life sciences and pharmaceutical organizations are also competing for researchers and compliance experts to support biotech expansion.

Go beyond competitive wages. Flexible scheduling, wellness initiatives, and professional growth opportunities are essential to attract and retain healthcare talent. Employers who take proactive steps to address burnout and show genuine concern for work-life balance will stand out in a crowded field.

Finance and Accounting

Economic uncertainty and regulatory changes are putting financial expertise in the spotlight. The Government of Canada’s Job Bank rates prospects for financial auditors and accountants as “good” in many regions through 2026. CPA Canada’s most recent compensation survey highlights strong early-career demand and clear salary growth for professionals who pursue CPA certification. Retirements at senior levels are also reducing the pool of experienced financial leaders.

Professional development is a strong motivator. Support CPA hours, leadership programs, and mentorship opportunities. Be transparent about hybrid work options, which are now a standard expectation for many in finance and accounting. Moving quickly on strong candidates is just as important here as it is in other sectors.

Supply Chain and Logistics

This sector has faced a wave of disruption. Employers need logistics coordinators, procurement specialists, warehouse supervisors, and truck drivers, but multiple challenges are shrinking the available talent pool. Trucking HR Canada’s Q1 2025 snapshot reported that the sector shed 25,000 jobs, with vacancies easing slightly compared to 2024 but still remaining high. Retirements and training barriers limit new entrants, while long hours and difficult working conditions make these careers less attractive. The growth of e-commerce has increased demand, adding more strain. At the same time, tariffs and shifting trade policies have raised costs and uncertainty, leading some manufacturers to pause hiring, even as the complexity of global trade drives new demand for compliance and procurement specialists (Reuters reports).

Competitive pay and strong safety practices are critical, but employers must also address scheduling and work-life balance. Training programs and career development opportunities will help attract younger workers, while clear pathways to advancement will encourage retention. Companies that build resilience into their supply chain workforce now will be better prepared for future disruptions.

The Bottom Line

Talent shortages remain a defining feature of the Canadian labour market in 2025. With nearly 270,000 construction workers expected to retire by 2034 and healthcare overtime already equal to more than 11,000 full-time positions, the pressure on employers is clear. Partnering with a staffing company can help bridge these gaps by providing access to established talent networks, faster hiring processes, and specialized expertise. Employers that act quickly, focus on candidate experience, and leverage the support of recruitment partners will be best positioned to secure the people they need for the future.

Connect with Aplin today to start filling your most critical roles.