Introduction: What If We’re Asking the Wrong Question?
Every quarter, we hear the same concern echo across hiring conversations, “There just isn’t enough talent out there.” But what if the problem isn’t scarcity? What if it’s misalignment?
The truth is, talent hasn’t disappeared. It’s just evolving. In a market reshaped by AI, automation, and shifting business models, the skillsets companies once relied on are no longer the ones they need next. The result? A growing gap between the candidates available and the capabilities required.
This blog explores why the talent pool feels shallow when it’s actually just deeper in different directions, and how organizations can adapt their hiring approach to match the new landscape.
The Myth of a “Talent Shortage”
Let’s get clear on something. Canada’s labour force participation is still strong. According to Statistics Canada, the unemployment rate for September 2025 stood at 5.6%, not historically low, but far from crisis territory. What’s really changed isn’t the number of candidates. It’s the relevance of their skills.
In tech alone, over 230,000 new roles are expected to be created by 2028 (ICTC). But more than half of employers say they’re struggling to find candidates with the right skill fit. It’s not that people aren’t applying, it’s that their capabilities aren’t aligned with the roles being opened.
This is not a talent drought. It’s a talent mismatch.
Aren’t Defining Talent Anymore
The traditional hiring model, screen for degrees, shortlist for pedigree, hire for experience, is crumbling. Employers are realizing that past education doesn’t always equal present capability, especially when it comes to emerging technologies, adaptability, and cross-functional thinking.
In fact, a recent Deloitte study found that 63% of executives are now prioritizing “skills-based hiring” over formal qualifications. This shift opens the door for a wider range of candidates, from career-switchers to self-taught coders to non-traditional graduates, if we’re willing to change how we evaluate readiness.
How the Ecosystem Must Evolve
Hiring smarter means fixing the entire talent ecosystem, not just speeding up recruitment. Here’s what that looks like:
- Reframe Job Descriptions: Swap outdated “requirements” with real, role-specific competencies. Focus on potential, not pedigree.
- Invest in Internal Upskilling: The fastest way to close a skill gap? Teach someone already aligned with your culture and goals. In-house training programs are making a comeback, and for good reason.
- Partner With Educational Innovators: Bootcamps, micro-credential programs, and corporate-university partnerships are redefining what workforce readiness looks like. Tap into these pipelines before your competitors do.
- Rebuild Your Screening Process: Move beyond keyword matches. Use structured interviews, project-based assessments, and AI-enabled tools to see the real story behind the résumé.
What This Means for Recruiters and Hiring Leaders
Recruiters are no longer gatekeepers, they’re navigators in a shifting landscape. The new value lies in uncovering overlooked talent, guiding role redesign, and helping hiring managers separate what’s “nice to have” from what’s truly needed.
For business leaders, this moment calls for strategy, not panic. Talent is out there. But finding it requires new metrics, new tools, and most importantly, new mindsets.
The Talent Is There. Are You Ready to See It?
The skills you’re looking for may not exist in the shape you expected, but that doesn’t mean they don’t exist. The companies that win in today’s market are the ones that stop searching for the perfect fit and start building for potential.
Rethink your filters. Rethink your timelines. And above all, remember this: the talent shortage isn’t about the people. It’s about how we choose to see them.
