Why is finding a job so HARD now?

Why is finding a job so HARD now?

Why is finding a job so HARD now?

Why is finding a job so HARD now?

Why is finding a job so HARD now?

A story-driven look at how the job market has changed from 2019 to 2025 — with real voices, data insights, and honest reflections along the way.

Chp.

│

Chp.

│

Chp.

│

Chp.

│

Chp.

│

Imagine being a young person stepping into the job market today. You’ve worked hard, built up your skills, and you’re ready to start your career — but finding a job still feels like hitting a wall.

This isn’t just your experience, many youth are facing the same struggle.

Then vs. Now

2019

“I applied for three internships and got two offers. It felt normal. Companies were eager to train new talent.”

Six years ago, if you had the right skills and a decent resume, you could land a job in weeks. Employers were hiring. Opportunities were everywhere.

2020

Then Came The Pandemic.

At first, it was about survival - jobs disappeared overnight. Young workers, already in a tough spot, were hit even harder.

But the real shift happened in the years that followed.

2021

As Canadians adapted to COVID-19, the job market showed signs of recovery. Many believed victory was ahead

While the numbers appear stable, the experience of job seekers tells a different story. Today, finding a job feels harder than ever — especially for young people just starting their careers. Unemployment rates alone don’t capture the full picture.

Now

2019

2019

2019

“I applied for three internships and got two offers. It felt normal. Companies were eager to train new talent.”

“I applied for three internships and got two offers. It felt normal. Companies were eager to train new talent.”

“I applied for three internships and got two offers. It felt normal. Companies were eager to train new talent.”

Six years ago, if you had the right skills and a decent resume, you could land a job in weeks. Employers were hiring. Opportunities were everywhere.

2020

2020

2020

Then Came The Pandemic.

Then Came The Pandemic.

Then Came The Pandemic.

As Canadians adapted to COVID-19, the job market showed signs of recovery. Many believed victory was ahead

2021

2021

2021

At first, it was about survival - jobs disappeared overnight. Young workers, already in a tough spot, were hit even harder.

At first, it was about survival - jobs disappeared overnight. Young workers, already in a tough spot, were hit even harder.

While the numbers appear stable, the experience of job seekers tells a different story. Today, finding a job feels harder than ever — especially for young people just starting their careers. Unemployment rates alone don’t capture the full picture.

But the real shift happened in the years that followed.

But the real shift happened in the years that followed.

But the real shift happened in the years that followed.

Now

Now

Now

What Really Happens?

What Really Happens?

What Really Happens?

What Really Happens?

The Recovery Isn’t Equal

Although the overall unemployment rate has returned to pre-COVID levels, a closer look reveals a different story for young people. Youth unemployment remains much higher, showing that recovery hasn't reached everyone equally. For many young job seekers, the path to stable work is still full of roadblocks.

So Many Are Ready to Work, But the Jobs Aren’t There

Every year, more young people enter the labour force, hopeful to start their careers — but many still struggle to find jobs. This chart illustrates the growing gap between young people seeking employment and those who are actually employed. While the gap narrowed slightly after the pandemic, it has been rising again in recent years — indicating that the job market continues to fall short for youth entering the workforce.

The Hidden Story — Who’s Still Left Behind?

While official employment rates may look strong, they can be misleading. Anyone who works even one hour a week is counted as “employed” — even if they’re underpaid, underemployed, or stuck in part-time roles. Those who’ve stopped looking out of frustration aren’t counted at all. For youth, this paints an especially distorted picture: nearly half of employed young people work part-time, and they consistently make up over a third of Canada’s entire part-time workforce. Stability remains out of reach, even for those who technically have a job.

This paints a troubling picture: for many young workers, part-time work isn’t a stepping stone.

It’s a ceiling.

It’s a ceiling.

It’s a ceiling.

This paints a troubling picture: for many young workers, part-time work isn’t a stepping stone.

It’s a ceiling.

03

03

03

03

What’s Holding Youth Back?

What’s Holding Youth Back?

What’s Holding Youth Back?

Post- COVID Fallout

Post- COVID Fallout

Fewer Entry-Level Openings

Economic recovery has been uneven, with many companies cutting or freezing entry-level roles—leaving fewer openings for youth entering the job market.

Missed Career-Building Milestones

Young people lost access to internships, part-time jobs, and hands-on learning—due to remote learning and pandemic disruptions. Now, they face job market expectations that don’t match what they were able to practice, often entering their first full-time role later and feeling behind.

Disappearing Youth-Friendly Sectors

Many of the industries that typically hire young people — like retail, recreation, and business — are shrinking, while growing sectors often require more experience. This mismatch makes it especially hard for youth to find jobs right now.

Lasting Mental Health Impacts

Isolation and stress during the pandemic left many youth with lower confidence, increased anxiety, and hesitation about their career paths.

Beautiful house interior

Beautiful house interior

Beautiful house interior

Beautiful house interior

Beautiful house interior

Beautiful house interior

Fewer Entry-Level Openings

Economic recovery has been uneven, with many companies cutting or freezing entry-level roles—leaving fewer openings for youth entering the job market.

Missed Career-Building Milestones

Young people lost access to internships, part-time jobs, and hands-on learning—due to remote learning and pandemic disruptions. Now, they face job market expectations that don’t match what they were able to practice, often entering their first full-time role later and feeling behind.

Disappearing Youth-Friendly Sectors

Many of the industries that typically hire young people — like retail, recreation, and business — are shrinking, while growing sectors often require more experience. This mismatch makes it especially hard for youth to find jobs right now.

Lasting Mental Health Impacts

Isolation and stress during the pandemic left many youth with lower confidence, increased anxiety, and hesitation about their career paths.

Impact of AI & Automation

Fewer Paths to Get Started

AI is increasingly handling roles like customer service, data entry, and basic analysis — jobs that traditionally offered young people a way into the workforce. This automation is shrinking the number of true entry-level positions.

AI isn’t neutral

AI is increasingly handling roles like customer service, data entry, and basic analysis — jobs that traditionally offered young people a way into the workforce. This automation is shrinking the number of true entry-level positions.

Biased Algorithms in Hiring

AI tools tend to prioritize hard skills and keywords over soft skills like teamwork, empathy, or creativity — qualities where youth often shine.

Beautiful house interior

Beautiful house interior

Fewer Paths to Get Started

AI is increasingly handling roles like customer service, data entry, and basic analysis — jobs that traditionally offered young people a way into the workforce. This automation is shrinking the number of true entry-level positions.

AI isn’t neutral

AI is increasingly handling roles like customer service, data entry, and basic analysis — jobs that traditionally offered young people a way into the workforce. This automation is shrinking the number of true entry-level positions.

Biased Algorithms in Hiring

AI tools tend to prioritize hard skills and keywords over soft skills like teamwork, empathy, or creativity — qualities where youth often shine.

Impact of AI & Automation

Impact of AI & Automation

Impact of AI & Automation

Beautiful house interior

Beautiful house interior

Beautiful house interior

Beautiful house interior

of applicant resumes are disqualified by ATS (applicant tracking system) software before a recruiter even reads them!

of applicant resumes are disqualified by ATS (applicant tracking system) software before a recruiter even reads them!

of applicant resumes are disqualified by ATS (applicant tracking system) software before a recruiter even reads them!

of applicant resumes are disqualified by ATS (applicant tracking system) software before a recruiter even reads them!

of applicant resumes are disqualified by ATS (applicant tracking system) software before a recruiter even reads them!

75

75

75

75

75

%

%

%

%

Layoff
Aftershocks

First to Go, Last to Return

During mass layoffs, young workers—often in contract or junior roles—were the first to be let go. Recovery has been slow, and many of those roles haven’t come back.

Preference for Experience

Companies now prefer hiring experienced workers who can quickly adapt to evolving tech and hybrid workflows, leaving fewer opportunities for youth still building their skills.

Offshoring and Outsourcing

To cut costs, companies have increasingly offshored positions to countries with lower labor expenses, diminishing domestic job opportunities for youth.

Layoff
Aftershocks

Layoff
Aftershocks

Layoff
Aftershocks

First to Go, Last to Return

During mass layoffs, young workers—often in contract or junior roles—were the first to be let go. Recovery has been slow, and many of those roles haven’t come back.

Preference for Experience

Companies now prefer hiring experienced workers who can quickly adapt to evolving tech and hybrid workflows, leaving fewer opportunities for youth still building their skills.

Offshoring and Outsourcing

To cut costs, companies have increasingly offshored positions to countries with lower labor expenses, diminishing domestic job opportunities for youth.

04

04

04

04

Where Do We Go From Here?

Where Do We Go From Here?

Finding a job today feels tougher than ever — especially for youth and new grads.

But change is possible.

Finding a job today feels tougher than ever — especially for youth and new grads.

But change is possible.

For Youth & New Grads

For Youth & New Grads

For Youth & New Grads

For Youth & New Grads

For Youth & New Grads

Know Your Value

Your fresh perspective, digital fluency, and adaptability are strengths. You don’t need 5 years of experience to make an impact.

Know Your Value

Your fresh perspective, digital fluency, and adaptability are strengths. You don’t need 5 years of experience to make an impact.

Know Your Value

Your fresh perspective, digital fluency, and adaptability are strengths. You don’t need 5 years of experience to make an impact.

Know Your Value

Your fresh perspective, digital fluency, and adaptability are strengths. You don’t need 5 years of experience to make an impact.

Know Your Value

Your fresh perspective, digital fluency, and adaptability are strengths. You don’t need 5 years of experience to make an impact.

Build Networks, Not Just Resumes

Join communities, attend events, ask for informational interviews. A connection often matters more than another certification.

Build Networks, Not Just Resumes

Join communities, attend events, ask for informational interviews. A connection often matters more than another certification.

Build Networks, Not Just Resumes

Join communities, attend events, ask for informational interviews. A connection often matters more than another certification.

Build Networks, Not Just Resumes

Join communities, attend events, ask for informational interviews. A connection often matters more than another certification.

Build Networks, Not Just Resumes

Join communities, attend events, ask for informational interviews. A connection often matters more than another certification.

Keep Learning, Strategically

No matter what industry you're in, focus on the skills evolving in your field. This could mean improving your digital literacy, customer communication, or hands-on techniques —whatever helps you stay relevant and adaptable.

Keep Learning, Strategically

No matter what industry you're in, focus on the skills evolving in your field. This could mean improving your digital literacy, customer communication, or hands-on techniques —whatever helps you stay relevant and adaptable.

Keep Learning, Strategically

No matter what industry you're in, focus on the skills evolving in your field. This could mean improving your digital literacy, customer communication, or hands-on techniques —whatever helps you stay relevant and adaptable.

Keep Learning, Strategically

No matter what industry you're in, focus on the skills evolving in your field. This could mean improving your digital literacy, customer communication, or hands-on techniques —whatever helps you stay relevant and adaptable.

Keep Learning, Strategically

No matter what industry you're in, focus on the skills evolving in your field. This could mean improving your digital literacy, customer communication, or hands-on techniques —whatever helps you stay relevant and adaptable.

It’s not about coding for everyone. It’s about understanding where your industry is going — and staying open to new tools and ways of working.

Create Real Entry Points

Offer paid internships, apprenticeships, and junior-friendly onboarding programs. Avoid unrealistic expectations — don’t ask for 3 years of experience in an entry-level job. Early-career candidates need a chance to build experience, not compete with it.

Create Real Entry Points

Offer paid internships, apprenticeships, and junior-friendly onboarding programs. Avoid unrealistic expectations — don’t ask for 3 years of experience in an entry-level job. Early-career candidates need a chance to build experience, not compete with it.

Create Real Entry Points

Offer paid internships, apprenticeships, and junior-friendly onboarding programs. Avoid unrealistic expectations — don’t ask for 3 years of experience in an entry-level job. Early-career candidates need a chance to build experience, not compete with it.

Create Real Entry Points

Offer paid internships, apprenticeships, and junior-friendly onboarding programs. Avoid unrealistic expectations — don’t ask for 3 years of experience in an entry-level job. Early-career candidates need a chance to build experience, not compete with it.

Create Real Entry Points

Offer paid internships, apprenticeships, and junior-friendly onboarding programs. Avoid unrealistic expectations — don’t ask for 3 years of experience in an entry-level job. Early-career candidates need a chance to build experience, not compete with it.

Fix the Filters

Audit AI hiring tools for bias. Many algorithms unintentionally exclude junior or diverse applicants by favoring past experience or narrow keywords. Recalibrate your systems to recognize growth potential, soft skills, and non-traditional paths.

Fix the Filters

Audit AI hiring tools for bias. Many algorithms unintentionally exclude junior or diverse applicants by favoring past experience or narrow keywords. Recalibrate your systems to recognize growth potential, soft skills, and non-traditional paths.

Fix the Filters

Audit AI hiring tools for bias. Many algorithms unintentionally exclude junior or diverse applicants by favoring past experience or narrow keywords. Recalibrate your systems to recognize growth potential, soft skills, and non-traditional paths.

Fix the Filters

Audit AI hiring tools for bias. Many algorithms unintentionally exclude junior or diverse applicants by favoring past experience or narrow keywords. Recalibrate your systems to recognize growth potential, soft skills, and non-traditional paths.

Fix the Filters

Audit AI hiring tools for bias. Many algorithms unintentionally exclude junior or diverse applicants by favoring past experience or narrow keywords. Recalibrate your systems to recognize growth potential, soft skills, and non-traditional paths.

Invest in Growth

Mentorship, training, and mobility matter. Help early-career hires build confidence, develop their skills, and see a future with your company. You don’t just hire talent — you grow it.

Invest in Growth

Mentorship, training, and mobility matter. Help early-career hires build confidence, develop their skills, and see a future with your company. You don’t just hire talent — you grow it.

Invest in Growth

Mentorship, training, and mobility matter. Help early-career hires build confidence, develop their skills, and see a future with your company. You don’t just hire talent — you grow it.

Invest in Growth

Mentorship, training, and mobility matter. Help early-career hires build confidence, develop their skills, and see a future with your company. You don’t just hire talent — you grow it.

Everyone wants experience — but no one wants to give it.

That has to change.

About the Data

All data is sourced from Statistics Canada. While the 2025 data currently includes only January and February, it still offers valuable insights and is suitable for identifying early trends. However, year-over-year comparisons involving 2025 should be interpreted with slight caution due to the partial data (https://www150.statcan.gc.ca/t1/tbl1/en/tv.action?pid=1410001701).

This data is estimated from the Labour Force Survey and may be affected by limitations such as response bias and sampling variability.