Beyond the Headlines
The media often celebrates job growth and low unemployment as signs of a healthy economy. But beneath the surface of British Columbia’s labour market in mid-2025 lies a troubling pattern: entry-level job seekers and young workers are being left behind. Despite respectable employment numbers overall, many people at the start of their careers are hitting dead ends.
In this blog, we explore three key labour market developments: BC’s leadership in job creation earlier this spring, the puzzling drop in entry-level hiring, and the increasing number of young people giving up on their job search altogether. These stories matter because they reveal a structural imbalance that threatens long-term economic inclusion and social mobility.
May’s Strong Job Performance, But Not for Everyone
In May 2025, BC stood out nationally, adding around 13,000 new jobs and recording the highest full-time job growth of any province. By year-to-date figures, over 67,000 full-time jobs had been created. This should be reason for celebration, but only if those jobs are accessible to a wide range of workers.
In reality, most of the gains were concentrated in specific sectors like construction and professional services, fields that typically demand experience, certifications, or advanced education. This boom, while beneficial for those already established in their careers, offers limited opportunities for those just starting out.
This bifurcation, where job growth benefits one segment of the workforce while bypassing another, is now a defining feature of the BC labour market.
The Disappearance of Entry-Level Roles
While top-line employment numbers look good, the composition of those jobs tells a different story. Recruiters and employment service providers report a marked decline in true entry-level opportunities.
Where are the junior admin jobs? The new grad marketing assistant roles? The retail and hospitality positions that once served as critical starting points? Many of these have been automated, outsourced, or consolidated.
In Vancouver and across BC, I’m hearing from recent graduates, new immigrants, and people returning to the workforce who are sending out dozens of resumes with little response. Even so-called “entry-level” postings now list 2–3 years of experience as a requirement.
This has created a paradox: companies say they’re hiring, yet many job seekers feel locked out.
Young Workers Are Giving Up
Perhaps the most troubling trend is the exodus of young workers from the labour force. In June 2025, Statistics Canada reported that BC lost over 21,000 workers from the active labour force, 86% of whom were aged 15–24.
This doesn’t mean they’re all unemployed; it means they’ve stopped looking.
Discouraged by repeated rejections, unclear hiring requirements, or the lack of quality jobs, many young people are opting out. Some return to school. Others fall into the gig economy. Many end up underemployed, stuck in casual work that doesn’t offer long-term growth or security.
This has serious implications not only for those individuals but for the health of BC’s economy in the decades to come. A generation that misses out on early work experience often faces long-term career stagnation and wage suppression.
What This Means for Job Seekers
For anyone early in their career or trying to re-enter the workforce, these trends may feel discouraging, but there are ways to respond strategically:
- Rethink entry-level: Look for roles with transferable skill requirements rather than job titles. You might qualify for a “coordinator” role even if you’ve never held that title.
- Use non-traditional pathways: Volunteering, freelancing, short-term contracts, or community work can build experience and credibility.
- Invest in targeted upskilling: Microcredentials, bootcamps, and applied training programs can help bridge the gap.
- Get professional support: A well-structured resume and tailored cover letter can help you beat automated applicant tracking systems and stand out to hiring managers.
What Employers Need to Understand
Employers also play a role in solving this disconnect. If organizations want to develop strong, loyal teams, they need to:
- Invest in early-career talent: Create internships, mentorship programs, and on-the-job training pathways.
- Re-evaluate job requirements: Is 2–3 years of experience truly necessary? Could attitude, aptitude, and coachability count for more?
- Clarify career progression: Entry-level roles are more attractive when they come with a visible path forward.
- Partner with employment services: Collaborations with nonprofits and training providers can help diversify talent pipelines.
Section 6: How We Can Bridge the Gap
The labour market works best when it includes everyone. For BC to thrive, we need to ensure that young people and newcomers have clear, supported entry points into work. That means public policies, employer practices, and education systems all working in harmony.
Government initiatives like reducing red tape and increasing post-secondary alignment with job market needs are a start. But it will take community effort to truly address the structural gaps.
At my practice, I’m helping more young adults than ever create standout resumes, learn how to network in the digital age, and approach their job search with persistence and adaptability.
A Call to Action for Career Inclusion
BC may be posting strong job numbers, but if we look closer, we see that opportunity is not evenly distributed. Entry-level workers and youth are being sidelined by systemic trends in hiring, automation, and credential inflation.
We need to act now through education, employment policy, and cultural shifts in how we value early-career talent to ensure that today’s youth don’t become tomorrow’s long-term unemployed.
If you’re navigating these challenges, you’re not alone. Reach out for a consultation, resume refresh, or strategy session. There is a way forward, and I’m here to help you find it.