What to know
- The CNE received nearly 50,000 applications ahead of its annual job fair, prompting organizers to close registration early as they look to fill 720 seasonal positions.
- Youth unemployment remains high, with Canadians aged 15 to 24 facing a 12.7 per cent unemployment rate in June.
- HR experts say AI has transformed hiring, allowing candidates to apply for more jobs while employers increasingly rely on AI screening tools and take longer, more selective hiring processes.
- Quality over quantity matters at job fairs. Experts recommend researching employers in advance, targeting companies that match your skills, and having meaningful conversations rather than trying to speak with as many recruiters as possible.
- Professionalism and follow-up can make a difference. Showing genuine interest, strong communication skills, and sending a personalized thank-you message after meeting recruiters can help candidates stand out in a crowded applicant pool.
The Canadian National Exhibition (CNE) says it has already received nearly 50,000 applications ahead of its annual job fair, but two HR experts are sharing tips that can help candidates make their application stand out.
The CNE is hosting its annual job fair on Wednesday from 11 a.m. to 2 p.m. at the Enercare Centre, as it looks to fill 720 seasonal jobs, from vendors to game attendants to food prep staff.
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But even before the employment event kicked off, the organization reported receiving nearly 50,000 applications, prompting an early closure of job fair registration.
This comes after the CNE registered a record 54,000 applications last summer, with thousands of teens lining up at last year’s fair in hopes of securing a position amid a tough job market.
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Job market remains tough for young Canadians
In June, the overall unemployment rate fell by 0.1 per cent compared to May, reaching 6.5 per cent, according to Statistics Canada. This is the second unemployment rate decline in a row this year, after a 0.3 decline in May.
For those aged 15 to 24, the unemployment rate is almost double the overall rate, standing at 12.7 per cent in June. Similar to the overall rate, unemployment fell by 0.7 per cent in June, following a 0.9 per cent decline in May.
Although the decline might seem hopeful, it doesn’t represent a significant improvement from last year. The current unemployment rate is the same as observed last January, while the youth unemployment rate remains well below the pre-pandemic average of 10.8 per cent.
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Vanessa Salopek, an Executive Partner at Salopek HR, tells Now Toronto the intense demand seen at the CNE job fair reflects the high demand in the market as many young people face unemployment. However, this growing demand comes not only from having more people looking for work, but also as a result of the changing job market.
Especially since the rise of AI technology, Salopek said the hiring landscape has seen fundamental changes. As candidates now have the support from these technologies, they are able to better polish their resumes and cover letters and apply for more jobs than before.
At the same time, employers have always been using AI tools to filter through a significantly larger volume in applications, and in turn have also become more selective with applicants.
“Many organizations are taking longer to hire, approvals often require multiple levels of review, and businesses are being far more cautious about adding permanent headcount. At the same time, candidates have adapted by applying to significantly more positions,” she said.
“The result is a labour market where application volume has increased dramatically, but hiring hasn’t accelerated at the same pace.”
With the job market going through significant changes, job fairs have also evolved from attracting mostly teens and recent graduates to also attracting experienced professionals, those looking for better opportunities, and those impacted by layoffs.
Companies looking for more specific skillsets
Despite the growing demand for work, Robert Half’s Metro Market Manager Sandra Lavoy says many companies are still struggling to hire the right candidates.
According to her, 58 per cent of companies are looking to hire for permanent positions in the second half of the year, which is slightly higher than the 55 per cent looking to hire in the beginning of the year.
However, many employers are more specific about the kinds of skills they seek in a candidate, as many struggle to find workers with the desired set of educational qualifications, skills, and experience they envision for the roles.
“They’re looking for very specialized skills that they need. So, the skills shortage is real right now,” she said.
“Fifty-six per cent of our clients or our companies have experienced significant project delays in the last year because they can’t find the right skills, and 48 per cent of companies have canceled certain projects because they lack the necessary skills.”
Given the strong demand for more experience, many young job seekers also struggle to find a job, as they don’t always have the desired skillset.
How to make your application stand out?
As the job market changes, both Lavoy and Salopek said the expectations during job fairs have also changed significantly.
While years ago, many believed that simply talking to as many employers as possible during job fairs was the right way to go, now the numbers game might not be the best strategy.
“One thing I’d encourage candidates to remember is that employers aren’t trying to meet hundreds of people. They’re trying to remember a handful,” Salopek said.
“The candidates who leave the strongest impression are often the ones who spend five meaningful minutes with the right employer instead of 30 seconds with 20 different ones.”
In order to stand out among thousands of other applicants, both experts said they’d recommend candidates be more intentional about the employers they choose to connect with during these events.
“Do your homework before you arrive. Research the companies that are attending the job fair, and align your background with the value you will bring these companies. Candidates who connect their experience to an employer’s industry or specific needs will leave a much stronger impression,” Lavoy said.
On top of intentionally approaching employers and speaking about how their specific skillset aligns with their goals, both experts also said it’s important for candidates to show professionalism, soft skills, and personality during an encounter with a potential employer.
In an era where employers mostly receive applications supported by AI tools through digital platforms, being able to demonstrate the personality behind the skillset might also put candidates ahead of the competition.
“Employers are evaluating more than qualifications. By the time someone walks up to your booth, they’ve already told you something about themselves. Are they prepared? Can they communicate clearly? Are they genuinely interested in your organization, or are they simply collecting opportunities? Those interactions become part of the interview,” Salopek added.
In addition, Lavoy recommends candidates make sure to follow up with the employers they connected with after the interview. This ensures they will leave an impression on the employer and show real interest in the position.
“It’s really important to validate yourself, not write an email or a thank you note through [AI], but really a true, ‘Hey, it was nice meeting you. We talked about whatever, and I would love to be able to discuss any further my skillset and the value I could add to your organization,’” she added.
Will the job market improve anytime soon?
Although unemployment seems to be slowly declining, both experts said they expect the job market to rebound gradually, which might take some time.
While economic uncertainty still remains a concern for many employers and they deal with a growing number of applications for each position, many are now looking to carefully hire the right person rather than rapid hiring.
For candidates, this means more months of longer recruiting timelines, tougher interview processes, and higher expectations.
