5 Key Strategies to Future-Proof Your Talent Pipeline in 2025

Labour Market Insights & Opportunities for Halifax Businesses

From Canada-US tariffs to immigration changes, the first months of 2025 have brought ample challenges for Halifax’s business community.

Attracting new talent and retaining current employees is critical to preparing your business for continuing local, regional, and national economic changes. Halifax Partnership’s Labour Market Development team can help your business benefit from hiring programs and recruitment opportunities to attract and develop the talent you need to grow and succeed.

Something that makes Halifax unique is our many quality post-secondary institutions that support the growth of our highly skilled labour force. In 2024 the Government of Canada announced significant changes to the Post-Graduation Work Permit (PGWP) program, study permit eligibility, and work permit rules. These changes have already resulted in a decrease of more than 2000 international students in Nova Scotia between the 2023 and 2024 academic years. A reduced number of international students in Halifax will not only affect our post-secondary institutions and reduce the vibrancy of our Halifax community, it will also impact our labour force. Each year hundreds of graduating international students transition to employment in Halifax and elsewhere in Nova Scotia.

In an era of an aging workforce and a tight labour market, a reduction in international student numbers will likely exacerbate the situation. A vibrant Halifax will support businesses as they compete with other Canadian cities for top talent and new graduates. But how do companies like yours balance real labour market concerns with your day-to-day operations and strategic priorities like innovation, growth, and increasing productivity?

The secret is in your talent strategy.

Here are five ways to up your talent strategy and strengthen your workforce:

1. Strive to be an employer of choice. Cultivate current talent by fostering a culture of growth and mobility within your organization. Invest in your team by offering upskilling, reskilling, and employee professional development support. Connect with industry sector councils that provide workforce training specific to your particular industry. Grow your organization’s capabilities as your employees also gain skills and experience. Retain your top talent and meet the needs of Halifax’s modern workforce by engaging employees meaningfully, investing in your organization’s culture, and creating opportunities for work-life balance, including adopting strategies and practices that support immigrant inclusion and belonging in your workplace. Lastly, learn from other employers - check out the list of Top Nova Scotia Employers in 2024 and find out what makes them employers of choice.

2. Focus on the future by looking across Canada and internationally to build your talent pipeline. Newcomers moving to Halifax, bring fresh insights into international markets, technologies, and business operations alongside ways of improving productivity. Our labour market team helps Halifax employers hire international talent through the Atlantic Immigration Program (AIP), the Nova Scotia Nominee Program, and the Global Talent Stream. There are also talent recruitment fairs and programs to support hiring French-speaking or bilingual workers.

3. Recent Graduates also offer many benefits for companies as they bring new perspectives, adaptability to new environments, and are up to date with the latest technology trends and advancements. Set yourself apart by offering immersive work experiences, co-op terms, apprenticeships, or internships to connect with students and build your reputation as a desirable employer. Contact the career centres at Halifax’s many universities and community colleges about opportunities to hire students and graduates, and take advantage of hiring programs like the Graduate to Opportunity program or the Co-operative Education Incentive.
Also, don’t forget to make meaningful connections with new graduates and immigrants through the Connector Program to help build your talent pipeline.

4. Stay competitive by ensuring your hiring processes meet the needs of job seekers in 2025. Try streamlining your hiring processes and ensure your job postings are not unintentionally screening people out. For example: Will related work experience be considered as important as a post-secondary degree or certificate? Does the candidate require an MBA or BComm or will a BA or other degree satisfy the skills you are looking for? Finally, regularly researching Canada’s labour market trends will help ensure your company offers competitive compensation, meaningful work, professional development, and a supportive, engaged culture.

5. Continue discovering new, under-represented labour pools. For example, you can help veterans transition into meaningful careers in the civilian workforce while your business gains highly skilled talent with extensive, valuable experience. Proactively reach out to organizations that connect with new talent in Halifax every day, such as Nova Scotia Works, and settlement service providers, like ISANS and the YMCA.