The Edmonton workplace is changing. Business focus is changing. Workplace priorities are changing. The Edmonton job market and job searches are changing. Edmonton’s employee’s wants, needs and expectations are changing – and what Edmonton employers are looking for is changing.
According to Tina Wang, division vice president of HR for ADP, “The Alberta workplace today is defined by a push and pull between employer realities and employee expectations, set against shifting Edmonton market conditions. On the employer side, there’s pressure to run leaner, prioritize productivity and keep margins strong – especially in an uncertain economic environment. On the employee side, expectations have risen. Pay is more important than ever, but workers also want flexibility, purpose and alignment with their values.”
It is business healthy, encouraging and positive to be putting overdue and well-deserved emphasis on business’ people-centric strategies, culture and the employee experience, rather than lumping in employees as resources. This represents a more strategic approach to managing workforce dynamics, cultivating a positive company culture and better connecting workers to employers.
The numbers illustrate that Alberta’s rapid population growth has expanded the labour force faster than employment, creating more competition for many jobs.
“Entry-level roles are seeing crowded applicant pools, while skilled professionals still hold more leverage and choice,” she notes. “The result is a workplace that feels more complex. Employers are cautious, employees are demanding more and the labour market is tighter and more uneven.”
HR experts agree about an ongoing shift in the labour market. Employees are not just looking for a job, and employers do not want someone who is just looking to clock in and out.
Attracting the right people requires more than just posting a role. Organizations need to understand what employees value most, while also highlighting how they can support their employees at work and outside of it.
Wang cites ADP Canada’s most recent Happiness at Work Index, which shows that the top contributor to workplace happiness for Albertans was work-life balance and flexibility.
“Local employers who want to attract and retain top talent must determine the right balance of flexibility as part of their value proposition for candidates.”
When it comes to what applicants have to offer and what employers are looking for, Edmonton is in a bit of a balancing act. There is strong job growth, especially in healthcare, trades, construction and technical services, but at the same time, unemployment is still high. HR experts say the labour crunch is not so much a shortage of jobs, but a shortage of the right skills.
Employers who offer hybrid work, focus on wellness and commit to inclusion are the ones standing out. The trends also reflect that employers and employees are now more focused on important intangibles in the workplace.
“Recognition and support are also priority areas for what employees are looking for from their employers,” Wang says. “Employees want to feel that their leader, their team and their organization are there to help them succeed and recognize those accomplishments.”
According to Edmonton’s Dr. Valerie Onyia Babatope, assistant professor of HRM with MacEwan University’s Department of Management & Organizations, “The workplace power dynamic has significantly shifted. We have moved from an employer-centric job market to a candidate-driven job market, especially for skilled talent. Applicants now prioritize key factors, like organizational culture, flexibility and opportunities for growth alongside salary. In response, employers are increasingly compelled to market their companies as ’employers of choice,’ emphasizing their values and employee value proposition to attract top talent, not just evaluate it.”
Monika Ahuja, a MacEwan HRM leader and educator, notes the biggest shift in the workplace is employees being much more vocal about what matters to them.
“Five years ago, pay and job security were often the main drivers. Now, people want flexibility, balance and to feel part of an inclusive culture. Employers across Alberta are realizing that to attract talent, they need to offer more than a job. They need to create an experience where people see themselves thriving.”
A major trigger of changes for Edmonton area job searchers and employers is the warp speed of technology. In addition to the infinite number of ways technology continues to redefine everything business, it is vital for job hunting and important for finding good workers.
“Technology continues to reshape the world of work,” Ahuja adds. “Employers must take a digital-first approach to recruiting talent to reach candidates where they are, whether it is LinkedIn, Indeed, other social content, online webinars or mobile apps. Technology also empowers organizations to enhance ways they assess talent beyond just evaluating a resume.”
As suspected, AI and automation are replacing clerical and routine roles. Job applicants are being more selective and cautious about where they apply. There is increased competition due to remote work options and relocation, with candidates now applying nationally, not just locally.
Employers are facing skill gaps, economic uncertainty and delaying or scaling back hiring.
“Technology has completely changed how we hire,” Ahuja notes. “Applications run through online systems. There is AI screening of resumes. Video interviews are now the norm. Even the province has launched the Labour Market Information portal.”
Jacqueline Biollo, a respected Edmonton business consultant, entrepreneur and a MacEwan HRM sessional instructor, emphasizes that online platforms and social media now play a critical role in shaping an applicant’s personal brand and optimizing their visibility to hiring managers.
“One of the most notable technology changes is the rise of remote work. It has broadened the talent pool for employers, while allowing applicants more flexibility in their job searches. Technology tremendously impacts the process of looking for work and finding employees. By streamlining applications, enabling remote interviews and utilizing algorithms to match candidates, it makes the process faster and more efficient for both job seekers and employers.”
She adds that employers are now facing increased competition for skilled workers, prompting them to adopt more attractive benefits, such as flexible hours, remote work options, enhanced work-life balance initiatives and professional development opportunities.”
Babatope points out that remote work is fundamentally rewriting the social contract of employment.
“The shift from time-based evaluation to output-based performance requires a greater level of trust and autonomy. This necessitates a move away from traditional oversight towards leadership styles focused on empowerment, clear communication and results.”
MacEwan HRM stats and figures show an Edmonton market shift towards remote and hybrid work models, increased focus on employee well-being and mental health, the adoption of digital tools and technologies for collaboration, a growing emphasis on diversity and inclusion and skill development through continuous learning initiatives.
The trend of job hopping is harder to quantify.
“Many workers, especially younger ones, are more willing to change jobs for better opportunities, flexibility and work-life balance,” Biollo says. “This trend has been influenced by changes in workplace culture and the job market.”
The sacred “company culture” is blending with “company attitude” and the flexibility to embrace changes. Workplace flexibility is changing workforce expectations, HR experts caution employers. In the Edmonton workplace, flexibility is no longer a perk but an expectation for many employees.
