Competency Category:
Competency Series:

14.2 – Maintain Current Knowledge of Labour Market

Purpose & Context

Career Development Professionals (CDPs) must remain aware of developments in the labour market both at a national level, in their local community, and within the industries their clients are likely to enter. They are also aware of key developments in society that have repercussions on labour market demands, such as political, economic, social and technological changes.Labour Market Information describes key aspects of a labour market, such as the levels of vacancies in clients’ chosen fields and what wages to expect in specific roles. Because labour markets are constantly changing, it is important to have up-to-date information to best serve clients.
CDPs use this information to meet the needs of both their clients and employers. Accurate, relevant and current information helps assist clients in developing realistic and achievable career goals. CDPs must be skilled at locating and analyzing labour market information.

Effective Performance

Competent career development professionals must be able to:

  • P1. Describe local, regional, national and international labour market information, including:
    • Past and present trends
    • Future projections
    • Potential employers and training programs
  • P2. Appraise labour market information based on source, methodology, date of publication, cautionary note of authors
  • P3. Describe key societal developments influencing labour market trends:
    • Political changes, e.g. elections and policy shifts
    • Economic developments, e.g. income levels, unemployment rate
    • Socio-cultural shifts, e.g. age composition of population
    • Technological advancement, e.g. disruptive innovations
  • P4. Relate current events to the labour market, e.g. announcement of new distribution centre, closure of major community
  • P5. Apply labour market information to assist client in career planning and job search:
    • Interpret labour market information in the context of client’s career decision-making and aspirations, skills,
      knowledge and needs
    • Compare client’s skills and abilities to those in demand in the labour market
    • Explain how clients can apply labour market information to their work search
    • Outline educational and training opportunities and resources
    • Discuss educational requirements associated with future workforce

Knowledge & Understanding

Competent career development professionals must know and understand:

  • K1. General structure of the labour market
  • K2. Types of labour market information
  • K3. Research methods to obtain labour market information
  • K4. Labour market trends
  • K5. Labour market information, e.g. impact of LMI on labour market outcomes, role of LMI in career decisions
  • K6. Labour market information sources:
    • Internet-based databases, e.g. Google, social science research network
    • Websites of organizations, e.g. Conference Board of Canada, ESDC, Institute for Research on Public Policy
    • Industry-specific websites, e.g. Tourism HR Canada, Canadian skills training and employment coalition for the
      manufacturing labour force in Canada
    • Job banks, e.g. Find a Job
    • Job search assistance and career counseling
  • K7. Economic, political, and global issues that affect education and employment
  • K8. Information sources for societal trends, e.g. reputable news outlets and reports by think tanks
  • K9. Occupational information sources, support services, training and educational options
  • K10. Legislation and regulations related to employment, e.g. Human Rights Legislation, Canada Labour Code, Privacy Act,
    Workers Compensation Act and Employment Standards, Occupational Health and Safety

Contextual Variables

Competent career development professionals must be able to perform this competency in the following range of contexts:

Job opportunities and trends in the labour market are unique to each region. CDPs must be prepared to research and establish local labour market information, including information about specific job openings, skill shortages and surpluses

Glossary & Key References


Industry-specific terms contained in the standard defined here, where applicable.


Information Sources and Resources for Consideration


Context Rating Scales


Q: What is the consequence of a professional being unable to perform this skill according to the standard?

High probability of risk: VERY CRITICAL


Q: How frequent and under what conditions is this skill performed?

Routinely, regular course of procedure

Level of Difficulty

Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?

Very hard or challenging

Time Required to Gain Proficiency

Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?

A competent career development professional requires a minimum of six months to acquire labour market knowledge.


Practitioners typically perform this competency without supervision, and alone.


It is somewhat likely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials


Career Development Professional Centre

Help us cultivate a community we all enjoy by reviewing and following the Code of Conduct.  

Our Purpose  

Thank you for being a part of the online CDPC social learning community. To ensure that all members have the best possible experience, we have a few ground rules that we ask everyone to adhere to. This code of conduct applies equally to every person in the community and is intended to foster an online space that is inclusive, safe, and welcoming to all. 

Community Rules 

Be welcoming 

We strive to be a community that welcomes and supports people of all backgrounds and identities. We aim to create and facilitate a community that promotes excellence and innovation in career and workforce development. Please extend respect to all members; we all come from different backgrounds and levels of knowledge and there is no such thing as a stupid question. 

Be respectful 

We won’t all agree all the time, but when we disagree don’t let those disagreements turn into personal attacks. A community where people feel uncomfortable or threatened will not be a productive one. Instead, when having discussions in the online community, create productive conversations around the content being presented, not the person behind the content. Any post that is determined to be “hate speech” towards any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation.  

Hate Speech could include and is not limited to:  

  • Violent threats or language directed against another person 
  • Discriminatory jokes, language, or materials 
  • Defamatory or abusive language or materials 
  • Profane or illegal materials 
  • Advocating for, or encouraging, any of the above behavior 

A good rule of thumb is to never post anything that you wouldn’t be comfortable with the world seeing or that you wouldn’t want anyone knowing came from you. We ask that you keep in mind the focus of this community, which is building excellence and innovation in career and workforce development for all individuals.  

Be considerate of the purpose of the community 

This community will be focused on building excellence and discussing innovation in the career and workforce development field. The goal of this community is to communicate goals, challenges, constructive feedback, and questions in relation to career and workforce development. The community should be a place for continued learning and development as well as a place to discuss the future of our field (solicitation without written consent by the Project or Advisory team, is strictly prohibited). Any post that is determined to be soliciting any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC community platform depending on the findings of the investigation. 

Post your discussions or documents in the most appropriate group or topic 

Make reasonable efforts to ensure that posts and materials are allocated to the appropriate group or topic. This will prevent cluttering the community and make it easier for everyone to find the information that they are seeking. Individuals who do this repeatedly will be contacted by one of the group admins and asked to follow these guidelines.  

Privacy and Release of Information  

CDPC-CEDC will not release your information to any third-party agencies.  

Group Admins 

There are four group admins who are available to you. Below are their names and their spoken language. 

Heather Powell | Anglophone 

Gabrielle St-Cyr | Francophone/Anglophone 

Florence Desrochers | Francophone/Anglophone

Muriel Andoblé-Yao | Francophone

Thank you and welcome to the CDPC Community!