A new survey, conducted by the firm Léger for the Conseil du patronat du Québec and the Ordre des CRHA, clarifies the priorities of young workers. What are the facts on the next generation of workers in the Quebec job market, which is currently experiencing a major labour shortage? Pertinent points from the study.
The data for the Léger survey was collected February 9th to 15th 2023 from 802 respondents aged 16 and over in Quebec’s labour force. The study compares the results from the group of workers aged between 16 and 34 with those aged 35 and over.
The survey shows that young workers in the 16-34 age bracket have changed jobs more actively over the past 5 years than their elders aged 35 and over. The results show that 69% of those aged 34 and under have worked for two or more employers, while 66% of those aged 35 and over have only had one employer.
Young employees feel that it’s important for them to change jobs often to advance their careers and upgrade their skills. 30% of them plan to leave their position for another job within 12 to 24 months. The study also demonstrates that a high proportion of respondents (59% of 16- to 24-year-olds and 40% of 25- to 34-year-olds) plan to change jobs within the next five years.
Young employees are courted
During labour shortages, companies have more difficulty keeping younger people in their jobs, as this group is regularly targeted by head-hunters.
The Léger survey reveals that nearly half (49%) of the 16- to 34-year-old group of workers have been approached by a recruiter in the past year, while 39% of employees aged 35 and over have also been offered a new job opportunity. Men (50%), English-speaking workers (53%) and those with a university degree (55%) are the preferred targets for recruiters.
Salary still tops the list
The study shows that salary remains the main incentive for all ages of workers. Workers aged 16 to 34 give this specification a score of 8.4/10 when choosing an employer, while the figure rises to 9.0/10 for those aged 35 and over.
Other expectations differ somewhat in importance among respondents. In addition to salary, 16- to 34-year-olds rank the proximity of their work and the possibility of remote work second and third among their priorities. The over-35s are more interested in negotiating their number of vacation days, and consider obtaining a pension plan to be an important criterion.