Jobs Demand Report Chatham-Kent, Ontario Reporting Period of October 1 December 31, 2016 February 22, 2017 This project is funded in part by the Government of Canada and the Government of Ontario
Executive Summary Employers in Chatham-Kent published 721 job postings in the reporting period (October 1 December 31, 2016), with a strong concentration of the job openings in the Chatham area. 23.3% of all jobs advertised were in the Sales and Service Occupations category (NOC 6) The largest job advertising industries remained Retail trade (22.5%). The Finance and Insurance & Health Care and Social Assistance industries were a distant second, each accounting for 10.6 % of all job postings. The share of job postings advertised by the Agriculture, Forestry, Fishing and Hunting industry had a strong showing with 7.1% of the total hiring demand. 38% of posted positions in the reporting period were full-time, although a large number of postings don t show quality metrics. While employers advertised jobs through a variety of web sites, the (free) Service Canada jobbank.gc.ca service attracted 26.8% of all job postings, while employers chose to advertise 39.3% of their openings on their corporate web sites. Introduction The real-time Jobs Demand Report s intelligence gathering system provides ongoing monitoring of online job postings with extensive quality assurance to analyze and compile each local job demand report. Provided to Chatham-Kent in quarterly reports, the Data Warehouse and Reporting Engine allows for the monitoring of the on-line local job market. This technology allows for the extraction of important information about each online job posting, including but not limited to the following metrics: Job Location Employer and employer industry (NAICS) Occupational Category (NOCS) Type of job (full-time/part-time, contract/permanent) For Chatham-Kent, job postings data was collected starting in April of 2014 and will be collected on an ongoing basis, and presented quarterly. Monitoring was expanded in July 2014, to provide better coverage of job openings s in rural communities outside of Chatham. 1 Chatham-Kent Workforce Planning Board www.ckworkforcedev.com
Overview Recent Hiring Trends The figures presented below provide a summary account of the on-line jobs demand activity within Chatham-Kent during the quarterly reporting period (October 1 December 31, 2016). These figures are derived from Vicinity Job s online reporting portal (http://reporting.vicinityjobs.com/chathamkent ). The portal allows for an examination of the underlying data used to create the figures within this report. FIGURE 1: JOB POSTINGS BY DATA SOURCE Website # of Postings % Share Employer Corporate Websites 283 39.3% Other Job Boards 245 34.0% Service Canada Jobbank 193 26.8% Total 721 Source. Vicinity Jobs. 2016. Regional hiring demand reporting Chatham-Kent During the quarterly reporting period (October 1 December 31, 2016) a total of 721 jobs were recorded. Hiring demand decreased 14.6% from the previous quarter, and was up marginally from the same period of last year (Q4 2015). Figure 1 illustrates a wide-spread use of the Internet to advertise job openings by employers in Chatham-Kent. The share of jobs advertised through the (free) Service Canada Job Bank declined to 26.8% in the reporting period from 31.8% in same period of last year. During the same time, the share of job openings advertised by employers on their own corporate web sites increased from 38.2 to 39.3%. See note in Appendix 1 regarding selection and eligibility of data sources. 2 Chatham-Kent Workforce Planning Board www.ckworkforcedev.com
FIGURE 2: JOB POSTINGS BY LOCATION Source. Vicinity Jobs. 2016. Regional hiring demand reporting Chatham-Kent In the most recent quarter, hiring demand peaked in November 2016 at 248. Overall hiring demand has been in decline since it peaked in June 2016. FIGURE 3: JOB POSTINGS BY LOCATION Source. Vicinity Jobs. 2016. Regional hiring demand reporting Chatham-Kent Online job postings were primarily tied to Chatham, representing 518 or 71.8% of the total number of job postings recorded. Year-over-year growth vs. the same period of 2015 was 1.8% (509 postings for job openings in Chatham were recorded in Q4 2015). 3 Chatham-Kent Workforce Planning Board www.ckworkforcedev.com
Employers and Industries FIGURE 4: JOB POSTINGS BY INDUSTRY Source. Vicinity Jobs. 2016. Regional hiring demand reporting Chatham-Kent The figure above illustrates the number of job postings that could be matched to a specific industry, as defined by the North American Industrial Classification System (NAICS). 4 Chatham-Kent Workforce Planning Board www.ckworkforcedev.com
Vicinity Jobs / MDB s reporting system was able to identify the industry responsible for 395 job postings in the reporting period. This represents 54.8 % of all job openings. Retail continued to be the industry generating the highest portion of Chatham-Kent s hiring demand, account for 22.5% of the region s job postings classified to an industry. Employers in the Finance & Insurance and Health Care & Social Assistance sectors advertised the second largest group of job postings, both producing 10.6% of the region s hiring demand during the reporting period. Hiring demand from the Agriculture, Forestry, Fishing and Hunting sector produced 7.1% of the region s hiring demand during the reporting period, accounting for 28 job postings, down somewhat from 10.1% / 39 job postings in the same quarter of last year. The number of jobs advertised by the Education Services industry stayed almost the same on a yearover-year basis, from 4 job openings in Q4 2015 to 6 in Q4 2016. FIGURE 5: JOB POSTINGS BY EMPLOYER TOP 20 EMPLOYERS The figure above illustrates the top hiring employers in the region during the reporting period, for whom information is available: A total of 399 postings were matched to an employer (55.3% of the total) The top five known employers during the reporting period were responsible for 25.6% of all postings matched to an employer (102 job postings in total). 5 Chatham-Kent Workforce Planning Board www.ckworkforcedev.com
The top employer, the Municipality of Chatham-Kent, was responsible for 6.8% of the postings matched to an employer. Occupations FIGURE 6: JOB POSTINGS BY OCCUPATION CATEGORY (1-DIGIT NOC) Source. Vicinity Jobs. 2016. Regional hiring demand reporting Chatham-Kent. 76% of all job postings found in the reporting period could be matched to a specific occupational category, as defined by the National Occupational Classification (NOC) for Human Resources Development Canada (at a single-digit NOC code level). The remaining 24% were valid job postings but the job titles that they listed were not sufficiently specific to allow allocation to NOC occupational categories. Demand remained strongest in the Sales and Service Occupations category (NOC 6), which accounted for 23.3% of all job postings (168 postings in total). Hiring demand declined in the Trades and Transport category (NOC 7) to 44 job postings, down from 56 in Q4 2015. Hiring demand for occupations in the Trades and Transport category now accounts for 6.1% of the total, (down from 8.1% in Q4 2015). Figure 7 below illustrates hiring demand for the 20 most in-demand occupations (at the 4-digit NOC level). They accounted for 44.2% of all hiring demand in Chatham-Region in the reporting period (721 job postings in total). 6 Chatham-Kent Workforce Planning Board www.ckworkforcedev.com
FIGURE 7: TOP 20 OCCUPATIONS Postings Rank Occupation Past Qtr 1 6552 - Other customer and information services representatives 39 2 8431 - General farm workers 39 3 6421 - Retail salespersons 37 4 3012 - Registered nurses and registered psychiatric nurses 25 5 4412 - Home support workers, housekeepers and related occupations 25 6 6623 - Other sales related occupations 17 7 0621 - Retail and wholesale trade managers 16 8 6235 - Financial sales representatives 14 9 0125 - Other business services managers 13 10 4030 - Teachers 12 11 8432 - Nursery and greenhouse workers 12 12 6411 - Sales and account representatives - wholesale trade (non-technical) 11 13 6611 - Cashiers 10 14 1114 - Other financial officers 9 15 0601 - Corporate sales managers 8 16 1111 - Financial auditors and accountants 7 17 6622 - Store shelf stockers, clerks and order fillers 7 18 0112 - Human resources managers 6 19 0423 - Managers in social, community and correctional 6 20 3131 - Pharmacists 6 Source. Vicinity Jobs. 2016. Regional hiring demand reporting Chatham-Kent. 7 Chatham-Kent Workforce Planning Board www.ckworkforcedev.com
Job Quality Indicators FIGURE 8: JOB POSTINGS BY DURATION OF EMPLOYMENT (TEMP/PERM) Source. Vicinity Jobs. 2016. Regional hiring demand reporting Chatham-Kent. FIGURE 9: POSTINGS FOR FULL-TIME (FT) VS. PART-TIME (PT) JOB OPENINGS Source. Vicinity Jobs. 2016. Regional hiring demand reporting Chatham-Kent. Figure 8 above illustrates the number of job postings by duration of employment. Jobs have been identified as permanent positions or temporary. Figure 9 above illustrates the number of postings identified as full-time (ft), part-time (pt), or available both on a full-time or part-time basis. 8 Chatham-Kent Workforce Planning Board www.ckworkforcedev.com
Was this Helpful to You? CKWPB is committed to ongoing research to enhance local labour market planning in Chatham-Kent. We invite your feedback on all publications produced by the CKWPB. www.ckworkforcedev.com 240 King Street West Chatham, ON N7M 1E7 519.436.3299 CKWorkforce@chatham-kent.ca This document may be freely quoted and reproduced without the permission of the CKWPB provided the content remains the same and the organization is acknowledged as the author of the document. CKWPB assumes no responsibility for its use or for the consequences of any errors or omissions. The views expressed in this document do not necessarily reflect those of Employment Ontario or the Government of Canada. This project is funded in part by the Government of Canada and the Government of Ontario 9 Chatham-Kent Workforce Planning Board www.ckworkforcedev.com
Appendix 1 Real-time labour market information (LMI) is generated by extracting information from publicly available online job postings. Since the Web has evolved as the primary media through which employers connect with job applicants, it houses information about a significant portion of the job openings that employers are looking to fill. By using continuously improving text-scraping and artificial intelligence technologies to extract intelligence from the content of those web postings, real-time LMI can gather, organize, categorize, and analyze the vast quantities of data in a very short period of time. Real-time LMI data includes a vast volume of unstructured background information that employers provide to potential jobseekers through their current employment advertisements. These advertisements tell workers that employers plan to hire in the near future to meet business needs, and they also describe the knowledge, skills, and abilities that a firm will require to succeed in the near-term future. Organized and aggregated, this information provides a powerful tool that can help policymakers understand companies short-term hiring plans and the factors influencing those plans. Current computing and data management technologies allow for quick data mining and processing, transforming raw job posting data into information that can be used for analysis. Data aggregated from job postings is cross-referenced against databases containing information about local employers and communities, to produce meaningful hiring demand reports by community, employer, and industry. In contrast to reports based on traditional reporting methodologies, which can take months or years to produce, real-time LMI reports are available within a few weeks. They enable analysts to monitor ongoing short-term job market trends as they unravel, whereas traditional public survey data usually only becomes available months or years after decisions have been made. As with any other statistical analytic methodologies, it is very important to ensure the credibility of the analyzed data. For this reason, Vicinity Jobs / MDB have chosen to only process job postings advertised on websites that have deployed effective control processes to ensure the authenticity of job openings and credibility of advertisers. Postings from free job boards that do not validate the authenticity of job openings (such as Kijiji and Craigslist) are not included in the Vicinity Jobs reporting service Postings from the Service Canada Job Bank are included because Service Canada verifies the employer s identity before accepting job postings (by requiring them to provide a valid CRA payroll ID). Significant sources of job postings are not added without prior notifications to users of the reporting system, accompanied by analysis of the impact that the change is expected to have on overall numbers. Similar analysis and notifications are provided when a data source becomes unavailable. However, real-time LMI is not produced by public data agencies, so it does not have the same quality standards as Federal statistical sources. Furthermore, because it is still experimental and likely biased in ways that are not clear, Federal data agencies have been slow to adopt the technology. The data focuses narrowly on the hiring outlook of those companies that advertise job opportunities on the web (rather than all employers). Private data providers, however, are experimenting extensively with real-time LMI. Despite these limitations, as businesses become increasingly comfortable with using the Internet as a worker recruitment tool and as analysts better understand the inherent biases of the data, real-time LMI can help to revolutionize the way data is collected and analyzed, including the speed at which insightful information is available to understand economic turning points and the characteristics of emerging trends. 10 Chatham-Kent Workforce Planning Board www.ckworkforcedev.com