SURVEY METHODOLOGY

We invited 5,386 members to participate via an email. Of survey respondents, 1,093 completed sufficiently enough of the survey (20.3% response

rate) for their responses to be useable, and 550 respondents completed every question (10.2% completion rate). The margin of error varies between

+/- 2.6%, 19 times out of 20, and +/- 4.0%, 19 times out of 20.

OVERALL, BC AND YUKON’S HIRING CONFIDENCE FOR THE NEXT SIX MONTHS (61.9) IS SLIGHTLY LOWER THAN THE CONFIDENCE FOR WESTERN CANADA (62.8).

INTERESTINGLY, LARGE ORGANIZATIONS IN BC AND YUKON ARE THE LEAST CONFIDENT (55.4) OF ALL COHORTS ACROSS ALL WESTERN PROVINCES.

The Hiring Confidence Index (HCI) measures how BC and Yukon employers feel about hiring over the next 6 months. Scores of more than 50 mean that HR professionals are more confident than concerned about hiring. The index is made up of both an expectation of hiring levels over the next six months, and also the confidence respondents have in finding the right people to fill vacancies.

BC AND YUKON HIRING CONFIDENCE INDEX

65

63

61

59

57

55

OVERALL MEDIUM ORGSSMALL ORGS

61.9

LARGE ORGS

64.864.2

55.4

WITH LOW UNEMPLOYMENT IT IS NO WONDER THAT HALF THE RESPONDENTS ARE CONFIDENT THEY WILL FIND WORKERS WHO ARE THE RIGHT FITC

ON

FID

ENC

E

worried they will not have equivalent experience and qualifications

21%neither confident nor worried

29%confident they will have equivalent experience and qualifications

50%

CONFIDENCE IN REPLACING WORKERS WITH EQUIVALENT EXPERIENCE AND QUALIFICATIONS

The Six Month Outlook

39%OF ORGANIZATIONS EXPECT TO SEE POSITIVE EMPLOYMENT GROWTH

12%OF ORGANIZATIONS EXPECT TO SEE NEGATIVE EMPLOYMENT GROWTH

81%OF ORGANIZATIONS EXPECT TO EITHER EXPAND OR STAY THE SAME

VERY POSITIVE EMPLOYERCONFIDENCE COMPARED TO THE BALANCE OF WESTERN CANADA

TERMINATIONWITHOUT CAUSE

RETIREMENT TERMINATION FOR CAUSE

RESIGNATION FOR PERSONALREASONS

RESIGNATION FOR BETTEROPPORTUNITY

OTHER

EXPECTATION FOR THE BIGGEST REASON TO LOSE STAFF

18%

MOST COMMONLY EXPECTED REASON TO LOSE STAFF IS RESIGNATION FOR A BETTER OPPORTUNITY.

GR

OW

TH

SMALL ORGANIZATIONSSTRONGEST WHEN ITCAME TO EMPLOYMENTGROWTH

JUL - DEC 2015 SMALL ORGS MEDIUM ORGS LARGE ORGS

35%43% 41%

27%

PERCENTAGE REPORTING A NET INCREASE IN EMPLOYMENT

MOST COMMON REASON FOR LEAVING WAS TERMINATION WITHOUT CAUSE. JOB MARKET APPEARS TO BE SEEN AS STRONG, BUT THERE

MAY BE LESS CONFIDENCE IN THE UNDERLYING ECONOMY.

EXECUTIVESTERMINATIONWITHOUT CAUSE

MOST COMMON REASON FOR EMPLOYEES LEAVING

MANAGERS PROFESSIONALS*RESIGNATION FOR A BETTER OPPORTUNITY

*engineers, accountants, hr, etc.

TECHNICAL*TERMINATION WITHOUT CAUSE*designers, technicians, etc.

TRADESPERSONTERMINATION WITHOUT CAUSE

ADMINISTRATIVETERMINATION WITHOUT CAUSE

MOST POPULAR ACTIONS TO REDUCE TURNOVER

40%better onboarding

33%flexible work arrangements

35%more team building events

44% OF ORGANIZATIONS REPORTED LONGER

HOURS FOR REMAINING TEAM MEMBERS AS A

RESULT OF TURNOVER

ESTIMATED AVERAGE TOTAL COST OF PROCESSING AN EMPLOYEE TURNOVER AVERAGE COST FOR TURNOVER IN BC AND

YUKON IS $15,000. 27% REPORTED THEY WILL NOT TAKE ANY ACTION TO

REDUCE TURNOVER

Overall

3.4%

56%reported they would use online training more over the next year

3.4% on average organizations investing 3.4% on learning and development

83%offer some form of learning and development opportunities

PERCENTAGE OF BUDGET ALLOCATED TO LEARNING & DEVELOPMENT

Small Orgs

2.7%Medium Orgs

3.8%Large Orgs

3.3%

immigration and express entry rules

TRENDS IMPACTING HR PROFESSIONALS

wages and market contractions perceived lack of

government fundingcontinuing concern for the economy

apprehension around changes to rules in overtime, leave and vacation entitlement

OTHER SIGNIFICANT NUMBER OF COMMENTS WERE:

flexibility in standards - particularly around hours of work and overtime

businesses do concern themselves with changes to minimum wage

practitioners and employers welcome greater clarity in application of standards

15%

7%

23%

27%

10%

TERMINATIONWITHOUT CAUSE

JUL - DEC 2015 SMALL ORGS MEDIUM ORGS LARGE ORGS

$15,040$13,440 $13,640

$16,030

READ FULL REPORT AT HRMA.CA

Termination Causes

Turnover Costs and Responses

Learning and Development

Express Entry

reported using the program

11%satisfied with theirexperience with the program

33%dissatisfied with their experience with the program

27%

Trending Human Resources Issues

54% REPORTED THAT EXPANDING PARENTAL LEAVE TO 18 MONTHS AND ALLOWING IT TO BE TAKEN IN CHUNKS RATHER THAN ALL AT ONCE WOULD

HAVE A NEGATIVE IMPACT

MOST COMMON RESPONSE WAS TO MAKE NO CHANGES TO EMPLOYMENTSTANDARDS IN BC AND YUKON

Employment Standards

1101-1111 West Hastings StreetVancouver, BC V6E 2J3Phone: 604.684.7228www.hrma.ca

SMALL ORGANIZATIONS = LESS THAN 100 EMPLOYEES | MEDIUM ORGANIZATIONS = 100 TO 999 EMPLOYEES | LARGE ORGANIZATIONS = 1000 OR MORE EMPLOYEES

Would like to be able to support an existing worker’s Permanent Residency application without needing a Labour Market Impact Assessment (LMIA)

24%Would like foreign workers with a Post-Graduate Work Permit to receive automatically 600 points (like applicants with LMIAs)

11% Don’t want any changes to the program7%

BRITISH COLUMBIA & YUKONHR TRENDS REPORTSpring 2016