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BC’s Job Market Pulse: Unemployment Edges Up to 6.4% – Time to Sharpen Your Hiring Edge

  • jrezvani
  • Nov 6
  • 2 min read

British Columbia’s latest labour data offers an important signal for HR and business leaders.


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According to the October Labour Force Survey, Canada’s national unemployment rate held steady at 7.1%, while BC’s rate increased slightly to 6.4% (+0.2 points month-over-month). Although the province remains below the national average, this marks a modest shift that could influence short-term recruitment and retention strategies.


Neighbouring Alberta saw unemployment decline to 7.8% (-0.6), while Ontario rose to 7.9% (+0.2).



Reading Between the Lines

This uptick doesn’t necessarily indicate a slowdown. Rather it reflects the natural adjustments of a province balancing resource-based industries, urban development and shifting global demand.


For employers, this moment presents an opportunity to re-evaluate workforce strategies and prepare for 2026 forecasts, when competition for specialized skills is expected to intensify again.



Five Actions to Stay Competitive in BC’s Evolving Labour Market


1. Review Your Talent Pipeline

Assess your open and upcoming roles against BC’s projected one million job openings by 2035. Prioritize positions in digital, technical and skilled trades as those are areas that remain talent-scarce despite broader economic fluctuations.


2. Strengthen Retention Efforts

A slight rise in unemployment may ease hiring challenges but shouldn’t lead to complacency. Use this window to reinforce employee engagement programs, career development pathways and well-being initiatives that reduce voluntary turnover.


3. Apply Labour Market Data Strategically

Leverage Statistics Canada’s monthly updates to track employment shifts by sector and region. Monitoring NOC codes tied to your core roles can help identify early signs of tightening or loosening competition.


4. Build Regional Partnerships

Engage with local workforce boards, industry associations and Job Bank programs to identify underutilized talent pools, particularly in regions such as the Interior and Northern BC where workforce participation patterns differ from urban centres.


5. Leverage BC’s Pay Transparency Framework

BC’s Pay Transparency Act is already reshaping how organizations approach compensation. Use this period to refine pay bands, internal equity reviews and data reporting practices. As annual reporting thresholds expand to include smaller employers by 2026, transparent structures will not only ensure compliance but also enhance trust, retention and competitive positioning in a shifting labour market.



The Takeaway

BC’s unemployment uptick signals a market in transition, not contraction. Organizations that use this period to modernize their workforce planning, data analysis and pay practices will be well-positioned to attract and retain top talent in the year ahead.


Stay informed: book a complimentary 15-minute strategy consultation to benchmark your hiring and retention approach for 2026.

 
 
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