In an exclusive interview with CanadianSME Small Business Magazine, Koula Vasilopoulos, Senior Managing Director at Robert Half, shares her expert insights on the key hiring trends shaping the Canadian job market in 2025. With more than 25 years of experience in talent solutions, Koula discusses the challenges businesses face in filling open roles, strategies for attracting and retaining top talent, and how small businesses can streamline their hiring processes. As companies look to build resilient teams in an increasingly competitive market, she provides invaluable advice for both employers and job seekers navigating the evolving world of work.
Koula Vasilopoulos is a Senior Managing Director with Robert Half, the world’s first and largest specialized talent solutions firm. In her role, Koula oversees the Canadian business across 15 offices across the country.
For more than 25 years, Koula has led a successful career with Robert Half and held senior leadership positions in both Canada and South America. Her perspectives and knowledge on workplace issues and labour trends are often featured in major media outlets, and she provides curriculum guidance to leading educational institutions across the country. Koula is an expert on national hiring trends and is passionate about supporting organizations as they look to build successful teams, and a flourishing workplace culture. Under Koula’s direction, Robert Half has achieved great success in establishing itself as a valuable partner, thought leader and industry resource.
Prior to joining the organization, Koula spent more than 10 years in management roles within the hospitality industry and holds a diploma in management. She is dedicated to her community and is actively involved in organizations and various professional associations in the Calgary area. In addition, Koula has often shared her perspectives on workplace issues and hiring trends at professional association conferences and events.Founded in 1948, Robert Half is the world’s first and largest specialized staffing firm. The company has more than 300 staffing locations worldwide and offers hiring and job search services at roberthalf.ca.
As we move into 2025, what are the key drivers influencing companies’ hiring plans, and how do you foresee these trends impacting Canadian SMBs?
Nearly half (47%) of hiring managers say the main reason for expanding their teams is company growth. Employee turnover is another significant factor for 44% of managers, followed closely by new projects (41%) that require skilled talent and expertise. Seasonal demands also play a role, influencing hiring decisions for 32% of managers. These reasons highlight a dynamic job market where businesses are not only aiming to sustain operations but also to scale, innovate, and adapt to shifting demands. Our data shows that the influences on hiring plans are consistent across organizations of all sizes, with only slight variations between large companies and SMBs. For SMBs, these trends signal both opportunities and challenges. Balancing growth initiatives while addressing talent shortages will require strategic workforce planning and a focus on building resilient teams that can adapt to shifting priorities.
What are some of the biggest challenges businesses face when it comes to filling open roles, and how can they mitigate these risks to avoid productivity setbacks?
The consequences of unfilled positions are significant, with almost half of managers saying that leaving open roles unfilled is leading to decreased productivity, 39% pointing to increased burnout among existing staff, and one in three highlighting delayed project timelines. To avoid these setbacks, companies need a streamlined hiring process. This starts with crafting job descriptions that are clear and focused, highlighting the most essential responsibilities to attract the right talent. Establishing well-defined hiring parameters, including compensation ranges and pre-approved salary offers which should be based on trusted benchmarks, as well as coordinating interviews efficiently and reducing excessive rounds of discussions can also help avoid unnecessary delays. It’s equally important to tap into diverse talent pools, whether it’s recent graduates or professionals affected by layoffs, as these candidates often bring fresh skills and perspectives. Ultimately, an efficient hiring strategy isn’t just about filling roles quickly, it’s about building adaptable teams, reducing burnout, and ensuring critical projects stay on track for long-term success.
In your experience, what innovative strategies are hiring managers implementing to attract and secure top talent in today’s competitive market?
One approach many companies say they are taking is partnering with staffing firms, which can provide access to pre-vetted, qualified professionals and can help uncover talent who may not be actively applying to job postings. Another strategy is to leverage employee referral programs. Offering bonuses or incentives for successful referrals can motivate current employees to recommend strong candidates from their networks. Companies are also investing in paid internships, building relationships with students and recent graduates who can grow into full-time roles. Beyond recruitment, organizations are prioritizing retention and internal mobility. Enhancing mentorship programs helps foster professional growth, while clearly defined career paths signal long-term investment in employees’ futures. These initiatives not only attract candidates seeking opportunities, but also create a culture of engagement and loyalty. By combining these strategies, businesses can proactively address hiring challenges, attract top-tier talent, and build future-ready teams.
How can small businesses leverage partnerships with staffing firms like Robert Half to streamline their hiring process and build resilient teams?
Hiring remains a priority in 2025, with more than 4 in 10 small businesses (42%) planning to expand their teams, and half aiming to fill vacated roles. Despite this robust outlook, finding skilled professionals remains a hurdle for 90% of small businesses. Partnering with recruitment agencies like Robert Half can offer a crucial advantage. With deep expertise across industries, access to specialized talent networks, and advanced tools such as AI screening platforms and analytics software, talent solutions partners can help streamline hiring processes and reduce costly delays. We also act as strategic advisors, helping businesses anticipate and navigate workforce challenges for both short and long term success. Beyond sourcing candidates, talent solutions professionals provide valuable support, including compensation benchmarking and tailored hiring strategies. For small businesses, efficiency is key: clear job descriptions, streamlined interviews, and competitive salary offers remain essential, and working with a talent solutions specialist enhances these efforts, ensuring companies quickly connect with the right candidates.
Looking ahead to 2025, what advice would you give job seekers aiming to stand out and secure meaningful opportunities in a shifting job market?
In an evolving job market, standing out as a job seeker requires a blend of preparation, clarity, networking, and authenticity. While hiring remains strong, employers are placing greater emphasis on qualities that go beyond technical skills. Candidates who invest time in researching a company’s key initiatives, demonstrating strong soft skills, and expressing genuine passion for the organization’s mission often stand out. Our research shows that when in comes to tipping the scale in a candidate’s favour, 59% of employers value candidates who show knowledge of the company, 55% prioritize strong interpersonal abilities and 52% appreciate enthusiasm for the company’s goals. Credentials also play a role, with half of hiring managers favouring candidates who hold advanced degrees or certifications. Even small actions, like sending a thank-you note after an interview, can leave a positive impression. By combining preparation, a clear sense of purpose, and a proactive approach, job seekers can navigate the job market with confidence.
