Historically, I think, when we've looked across Canada, economics 101 would look at certain geographies where, if there are vacancies, why it is that young people aren't flooding that area to take up those opportunities. The reality is that, for young people, staying closer to communities where they are as they start to bridge out and build their career is what feels more normal and natural. That is why we suggest that opportunity for more equitable, randomized matching for some positions.
We've seen pilots of this in the U.S. on a case-by-case basis with employers who have set a threshold. In one instance, a simple fast food restaurant chain said, “As long as you have a high school degree or equivalent, we believe that you meet our threshold. We will take in all these applications over a period of time, and we will randomly select and invite you to come work with us. We believe we can train you. We believe you can do this work, if you have this academic credential.” It was much more satisfying for the applicants because, when they didn't receive an interview or they didn't hear back, they had a different appreciation for, again, the volume and the interest versus feeling like they were somehow deficient. They question what was wrong with their cover letter, if there was a different sentence they needed or if the format was incorrect.
No, it's not really about that formatting or tailoring. There's just the reality of supply and demand.