Alberta employers are heading into the coming year with both opportunity and complexity. The labour market has softened in some areas, but demand remains active. Employment is up 3.6% year-over-year, even as the province lost 8,900 jobs in the month of August, the unemployment rate eased to 6.8%. For employers, this points to a more selective hiring environment—but not an easier one. Skilled workers remain difficult to find in many roles, while more Albertans are looking for stable, meaningful work.
The employers best positioned to succeed will be those who plan early, look beyond traditional talent pipelines and invest in the conditions that help people stay. Alberta’s short- and long-term employment forecasts point to ongoing labour-market imbalances across occupations, making workforce planning, inclusive recruitment and retention strategies more important than ever.
What employers should watch
Health care and social assistance: Employment in Alberta’s health care and social assistance sector increased 14.3% from August 2025 to August 2026, adding 49,000 jobs. Employers in care, community services, disability supports and related fields may need to compete on culture, flexibility, training and clear career pathways.
Retail, customer service and essential services: Wholesale and retail trade employment grew 10.3% year-over-year in August 2026, led by retail gains. These roles can be strong entry points for candidates who bring transferable skills but may not have traditional resumes.
Construction, trades and infrastructure: Housing, infrastructure and industrial activity continue to create hiring needs. Employers may benefit from apprenticeship pathways, return-to-work approaches and practical skill assessments that look beyond recent job history.
Training and retention: In a changing labour market, hiring is only part of the solution. Employers that help supervisors support diverse teams, build psychological safety and provide clear onboarding are better positioned to retain talent.
Inclusive hiring is a workforce strategy
In a shifting labour market, inclusive hiring is more than a values statement—it is a practical workforce strategy. Employers can strengthen recruitment by asking: who are we not reaching yet? Many capable candidates face barriers that have little to do with their ability to contribute, including disability, mental health challenges, limited recent work history, newcomer experience, caregiving responsibilities, justice involvement, transportation challenges or a loss of confidence after time away from work. These candidates may bring resilience, loyalty, lived experience, adaptability and strong motivation—qualities that traditional screening can miss.
“By preparing job seekers with the skills and confidence they need to succeed, Prospect provides businesses with access to a skilled, motivated, and diverse talent pool.” - Edmonton Chamber of Commerce
Small changes can open the door to stronger hiring outcomes: write plain-language job postings, distinguish true requirements from preferences, consider skills-based assessments, build accommodations into the process, offer interview questions in advance where appropriate, train hiring managers to recognize bias and create onboarding plans that help new employees succeed beyond the first day.
Prospect helps employers broaden their talent strategy
Employers do not have to build more inclusive hiring systems alone. Prospect works with Alberta employers to recruit talent, strengthen teams and build inclusive workplaces, with local insight and access to job seekers across Calgary, Edmonton, Airdrie, Cochrane and Strathmore. As a professional partner, Prospect can help employers identify talent pools they may not have considered before, reduce barriers in the hiring process and build workplace practices that support long-term success for both employers and employees.
“What sets Prospect apart is the care and attention they invest in understanding our business and recruitment needs.” - Adecco
Prospect also offers practical, tailored training and workshops that help employers strengthen retention, support diverse teams and advance diversity, equity and inclusion goals. Training can be customized to an organization’s workforce, delivered virtually or in person, and focused on the real situations managers and teams face—from supporting mental health to creating inclusive, high-performing workplaces.
As Alberta’s labour market evolves, inclusive hiring can help employers meet immediate staffing needs while building stronger, more resilient teams for the future. If your organization is ready to widen its talent pool, strengthen inclusive hiring practices or provide meaningful DEI-aligned training for managers and staff, connect with Prospect Human Services. Together, we can help you find capable people, remove unnecessary barriers and create workplaces where more Albertans have the opportunity to contribute and succeed.
Helpful resources for employers