If an entry-level posting sits open for six weeks with a handful of unusable applications, the problem is almost never that nobody wants the job. It is that the posting is filtering out the people who would take it, or failing to reach them at all.
Youth unemployment sits well above the national rate. Statistics Canada’s Labour Force Survey for July 2026 put national unemployment at 6.4 percent and unemployment among 15 to 24 year olds at 12.6 percent. There is no shortage of young people looking for work. If they are not applying to you, the posting is the variable you control.
Here are the failure modes we see most often, and what to change.
You asked for experience you do not need
The single most common problem. A cashier posting asks for one to two years of retail experience. A warehouse associate posting asks for previous warehouse experience. In practice the hiring manager would happily take someone with none, but the posting says otherwise, so the people who would have applied read the requirement and close the tab.
Split your requirements into two short lists and label them honestly: what is genuinely required on day one (a licence, certification, minimum age, ability to lift a stated weight) and what you will train. If the honest answer is that you will train everything, say so in the first two lines. “No experience required, paid training provided” measurably changes who applies.
You did not post the pay
A posting with no wage range gets fewer and worse applications than one with a range, especially at the entry level, where an extra dollar an hour is a large proportion of income and candidates are applying to several employers at once.
“Competitive wages” reads as below market. Put a real range in, and put it near the top rather than at the bottom of a long list of duties. If your range is genuinely at or near the provincial minimum, say what else comes with the job: guaranteed hours, a predictable schedule, a shift premium, staff discount, tips, a transit allowance, benefits after probation, or a defined path to a higher rate after a set period.
The posting is a job description, not an advertisement
Internal job descriptions are written for HR and are usually two pages of duty statements. Candidates on a phone read the first screen and decide. A posting that opens with “Reporting to the Assistant Manager, the incumbent will be responsible for the execution of…” has already lost.
Structure that works at entry level:
- Job title, location and wage range
- Shift pattern and hours per week, in plain numbers
- Four or five bullets on what you will actually do all day
- What is genuinely required, kept short
- What is trained
- How to apply, and when you will hear back
Write in the second person. Use the job title people search for, not the internal one; nobody searches for “Guest Experience Associate II”.
You were vague about hours
For a student or a young worker with another commitment, hours are frequently the deciding factor, ahead of pay. A posting that says “flexible hours” and nothing else is a risk they cannot evaluate.
State the shift pattern: how many hours a week, which days, how far ahead the schedule is published, whether weekends and evenings are required, and whether there is a minimum shift length. If you can accommodate class schedules, say that explicitly rather than implying it. If you cannot, say that too, because a bad match discovered in week two costs you more than a smaller applicant pool.
Your application process is too long
Every additional step loses candidates. A twenty-minute form that asks people to retype a resume they have already attached, a mandatory account creation, a personality assessment before a human has read anything: each of these is a filter, and it does not filter for the quality you want. It filters for patience and for access to a desktop computer.
Keep the first step to a name, contact details, availability and a resume or a couple of sentences. Do the screening after you have applicants, not before.
You are slow
Entry-level candidates apply broadly and accept the first reasonable offer. If your process takes ten days to a first reply, the people you wanted are already working somewhere else. Aim to respond within 48 hours, even if the response is only to book a phone screen. Give a decision deadline and hold to it.
You are recruiting in the wrong place
General job boards put your entry-level posting alongside roles asking for eight years of experience, and the candidates you want are competing there against people with far longer resumes. That is bad for both sides: they self-select out, and you spend time screening applications from people who will leave for a senior role in a month.
Youth Workforce exists specifically for this: every candidate on the board has five years of experience or less, and every posting is entry-level or early-career, so your posting is not buried and your applicants are actually the audience you wrote it for. You can see how it works on the employer page, check what a posting costs on the pricing page, or post a role directly.
You are not using the funding available
If your budget is the real constraint, check the wage subsidies before you cut the rate. Canada Summer Jobs, delivered under the Youth Employment and Skills Strategy, supports jobs for youth aged 15 to 30; not-for-profits are typically eligible for up to 100 percent of the provincial or territorial adult minimum hourly wage, while public and private employers with 50 or fewer full-time employees are typically eligible for up to 50 percent. Applications open in the fall or winter for the following summer and the window is short, so check the Canada Summer Jobs page for the current cycle rather than waiting for spring.
A quick test
Read your posting as though you were 19, on a phone, on a bus, applying to six things in twenty minutes. Can you tell within ten seconds what the job pays, what hours it is, where it is, and whether you are eligible? If not, that is the whole problem, and it is a thirty-minute fix.
This is general information, not legal advice. Rules differ by province.