The Skills Worth Paying For: Mike Shekhtman on Canada’s 2027 Salary Outlook

In an exclusive interview with CanadianSME Small Business Magazine, Mike Shekhtman, Senior Regional Director for Western Canada at Robert Half, shares which specialized skills are commanding higher pay, how AI is reshaping roles, and how small businesses can compete for talent through compensation, flexibility, and career development.

Mike Shekhtman is a Senior Regional Director for Western Canada at Robert Half. In his role, Mike leads Western Canada, managing teams in Finance and Accounting, Administrative and Customer Support, Management Resources, Technology, Marketing and Creative, and Legal.

Mike brings two decades of human capital expertise and an in-depth understanding of the national and local hiring and recruitment landscape. In addition to his role at Robert Half, Mike is co-founder of Eeko 3PL and recently served as a board member for the Canadian Mental Health Association in Vancouver and Fraser Valley.

As a spokesperson for Robert Half, Mike regularly provides expert commentary on hiring trends, compensation, recruitment and retention, and the evolving workplace. He offers a practical perspective on the issues shaping Canada’s labour market and what they mean for both employers and professionals. His insights have been featured in leading media outlets including The Globe and Mail, NOW Toronto, The Peak, and CBC News.

Beyond AI, which specialized skills are commanding higher pay, and what business needs are driving that demand?

AI skills are in demand, but they’re far from the only specialized skills and expertise commanding higher pay in today’s job market. Employers are also placing a premium on expertise that can improve efficiency, strengthen decision-making, and manage risk as business needs become more complex.

As outlined in the Robert Half 2027 Canada Salary Guide, the skills commanding higher pay vary by profession. For example, in finance and accounting, we’re seeing demand for professionals with skills related to controllership, ERP software and systems proficiency, data analytics, and workflow automation. In technology, machine learning, application security, and proficiency with cloud data platforms stand out. Marketing teams are prioritizing SEO/GEO, brand and product strategy, and performance and KPI tracking. HR employers are seeking advanced data analytics, HRIS systems knowledge, and technical recruitment capabilities.

The common thread is that these address specific business needs. Whether it’s improving processes, managing risk, or making better use of data and technology, employers are willing to invest in skills and expertise that can make a meaningful contribution to their business goals. For professionals, the takeaway is to understand which specialized capabilities are gaining value within their profession and continue building expertise that aligns with where employers are investing.

Robert Half’s research found that 55% of hiring managers offered salaries above their planned ranges. What makes a candidate worth stretching the budget for?

The 2027 Robert Half Canada Salary Guide shows that 55% of hiring managers are offering salaries above their planned ranges. Employers are most likely to stretch their salary budgets when candidates bring skills and expertise that are difficult to find and closely connected to an immediate business need.

Specialized talent remains challenging to secure, and organizations may decide that investing more in a candidate with the skills they need is preferable to leaving a critical role unfilled. Among hiring managers offering higher-than-planned salaries, 61% cite specialized skills as a key reason.

For professionals, being able to demonstrate their value matters. Candidates can become particularly valuable when they combine technical expertise with strong business acumen and can show how their experience has improved efficiency, supported growth, or accelerated technology adoption. The next step is making that value clear in an interview or compensation conversation. Candidates should come prepared to quantify results, clearly communicate the market value of their expertise, and demonstrate why their particular experience warrants a stronger offer.

What does valuable AI expertise look like for professionals outside traditional technology roles?

Valuable AI expertise can look different depending on the profession. AI-related capabilities are becoming part of roles that haven’t traditionally been considered technology positions, particularly as organizations invest in digital transformation, data-driven decision-making, and operational efficiency.

For example, in finance and accounting, employers are prioritizing capabilities such as AI agent building. In marketing and creative, AI-powered marketing is emerging. Legal teams are seeking experience with AI-assisted legal research tools while AI literacy and workflow automation are among the specialized skills in demand in administrative and customer support.

For job seekers, valuable AI expertise is about knowing how to use the technology within the context of their field. Building practical experience with relevant AI and automation tools can help them understand where technology can improve existing processes and where professional expertise and human judgment are still required. As these AI tools and applications become more common, a combination of AI knowledge and profession-specific experience will become increasingly valuable.

How can small businesses compete for specialized talent when they may not be able to match larger employers’ salaries?

Small businesses may not always be able to compete with larger employers on salary alone, but they can be strategic about where they invest. The starting point is understanding current market rates and identifying which specialized skills are most critical to their business, so they can determine where there may be flexibility to make a stronger offer.

Market data can help inform those decisions. Ninety-three per cent of employers are using or planning to use reliable external market data to benchmark compensation and stay competitive. Benchmarking can give businesses a clearer picture of what a particular role or skill set commands in the market and help them determine realistic, competitive offers for specialized talent.

When there is less flexibility on base salary, employers can also shift their focus to the overall compensation package. Ninety-one per cent of job seekers say better benefits and perks could motivate them to change employers without an increase in base salary, with work-life balance and flexibility (63%) topping the list of incentives measured. Benefits, bonuses, flexibility, and career development can all strengthen an offer and help employers compete for specialized talent. Ultimately, it’s about understanding what candidates value and competing on the overall offer, not salary alone.

What technical and human skills should professionals prioritize now to strengthen their earning potential in 2027?

To strengthen their earning potential in 2027, professionals should focus less on collecting a long list of skills and more on understanding how their role is evolving. That means identifying which tasks are becoming more technology-enabled, where specialized expertise remains important, and which skills will allow them to take on higher-value work.

Technical knowledge is important, but it becomes even more valuable when paired with strong human judgment and soft skills. As AI and other technologies become more integrated into their work, professionals need to be able to assess AI-generated information, recognize when something doesn’t make sense, and use their judgement and expertise to determine how that information should be applied.

The focus should be on strengthening capabilities that complement technology. Critical thinking, for example, helps professionals add context, make informed decisions and tackle more complex work. Continuing to develop these skills as technology evolves can position professionals to take on greater responsibility and expand their career and earning opportunities.

Disclaimer: The views and opinions expressed in this interview are those of the interviewee and do not necessarily reflect the official policy or position of CanadianSME Small Business Magazine. Our platform is dedicated to fostering dialogue and sharing insights that inspire and empower small and medium-sized businesses across Canada