For most candidates, the job hunt has always felt like navigating a maze in the dark with endless applications, ghosted interviews, and no real sense of whether a role truly exists. If you’ve been there, you’ll be pleased to know that the Ontario’s government is taking steps to shed light on the process.
The new hiring transparency rules, passed under the Working for Workers Five Act, 2024 (Bill 190), and amended in the Employment Standards Act, 2000, are set to make job search more informed, efficient, and fair. While some rules have taken effect already, the key hiring-related changes are generally scheduled to start on January 1, 2026 for employers with 25 or more employees.
Here is what job seekers need to know about these exciting changes:
No More Guessing: Compensation Disclosure
Perhaps the most impactful change is the requirement for most employers to include the expected compensation or range in publicly advertised job postings.
- What this means for you: You can immediately assess if a job’s pay aligns with your salary expectations, saving you hours of applying for roles that ultimately won’t meet your financial needs. This transparency also helps to level the playing field in salary negotiations, putting upward pressure on wages and reducing pay inequities.
- The fine print: The compensation range in the posting generally cannot exceed $50,000 annually; with an exception for positions where the expected compensation exceeds $200,000 annually.
Clarity on AI Use
In an age of automated hiring, the new law tackles the use of technology in recruitment.
- What this means for you: If an employer uses Artificial Intelligence (AI) to screen, assess, or select applicants, they must disclose this fact in the job posting.
- Why it matters: This disclosure provides important information about how your application will be evaluated. It allows you to tailor your resume and cover letter knowing a machine, not just a person, may be reading it first.
The End of “Canadian Experience” Requirements
For newcomers to Canada and those seeking a career change, this rule is a major win.
- What this means for you: Employers are now prohibited from including requirements for “Canadian experience” in a job posting or application form.
- A fairer process: This removes a significant, often discriminatory, barrier that has prevented highly qualified international and domestically trained professionals from securing jobs. Your skills and qualifications will be the focus and not where you gained your experience.
Knowing if the Job is Real
The new law cracks down on “ghost postings”, jobs advertised to simply gauge the labour market without a real and existing job vacancy.
- What this means for you: Publicly advertised job postings must include a statement disclosing whether the posting is for an existing vacancy.
- Boosted confidence: This simple change gives you confidence that your application is for a legitimate opportunity, ensuring your valuable time and effort are not wasted on a phantom role.
Closure After an Interview
The frustration of being interviewed and then being left in the dark is a common complaint and Bill 190 addresses this “ghosting.”
- What this means for you: If you are interviewed for a publicly advertised job posting, the employer must inform you of whether a hiring decision has been made for the position. This information must be provided within 45 days of your last interview.
- Professional respect: While it doesn’t guarantee you’ll be the one hired, it guarantees professional closure, allowing you to move on with your search without waiting indefinitely.
How these Changes Should Change the Way Your Search for New Jobs
These new rules represent a significant stride toward a more transparent and equitable job market in Ontario. These changes are designed to empower you, so as a Job seeker, you need to take advantage of this new era of transparency to make your job search easier and more efficient to find job that truly fits your value and career goals:
- Lookout for the Ranges: Prioritize applications that include a compensation range and use this information to determine which job you want to prioritize and streamline your search.
- Ask the Question: If a posting is vague or missing key information, you can now politely ask for clarification during the application or interview process, as these disclosures are becoming the legal standard.
- Focus on Fit: With “Canadian experience” requirement being banned, focus your resume and interviews on transferable skills and how your unique experience can benefit the employer.
Contact us today to speak with one of our Recruitment Specialists and let us help you find new opportunities for the next step in your career!
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