Canada | Going Beyond The Competitive Salary Benchmarks
Posted by Daria Tkach, Senior Recruitment Consultant on Sunday, September 15, 2024
As a specialist recruiter working with Professional Quantity Surveyors in Canada, I receive regular inquiries from candidates asking for guidance on salary benchmarks to ensure they are being compensated fairly. I created this salary guide to help professionals assess their compensation and gain a better understanding of the current market. This information is likely to be of interest to construction industry employers in Canada, helping you stay competitive in attracting and retaining top talent in a challenging market.
To collate these results, we have reached out directly to candidates, using real-life data. We've made every effort to gather and provide information that is as accurate as possible, drawing from our extensive first-hand experience in recruiting within this sector. In this survey, we have focused on Ontario and British Columbia, as with these two Provinces including both Toronto and Vancouver, are the most popular locations both for job seeking and hiring.
Please note that these figures are intended as a general reference point only. These findings should be used with caution, as individual circumstances will always play a significant role in determining the salary a candidate is offered and what an employer feels they can or should pay. The information relates purely to staff employed on a permanent basis and does not include freelance or contract staff remuneration or pay rates.
2024 Salary Guide for Professional Cost Consultants and Quantity Surveyors in Canada Employment:
ONTARIO |
|||
|
|
Low |
High |
Typical |
|
0 to 5 years of experience |
$60,000 |
$85,000 |
$70,000 |
|
5 to 10 years of experience |
$90,000 |
$130,000 |
$110,000 |
|
10+ years of experience |
$120,000 |
$155,000 |
$135,500 |
BRITISH COLUMBIA |
|||
|
|
Low |
High |
Typical |
|
0 to 5 years of experience
|
$50,000 |
$70,000 |
$55,000-60,000 |
|
5 to 10 years of experience
|
$80,000 |
$100,000-110,000 |
$95,000 |
|
10+ years of experience
|
$93,000 |
$150,000 |
$120,000-130,000 |
Factors Influencing Salaries
Several factors influence the salaries of Cost Consultants and Quantity Surveyors in Canada, including:
Location
Compensation will vary significantly across different provinces and cities in Canada, largely due to the cost of living and local demand for construction projects. Major urban cities like Toronto and Vancouver tend to offer higher salaries compared to smaller cities or more rural areas.
Professional Qualifications
Holding relevant professional certifications, from the Royal Institution of Chartered Surveyors (RICS) or the Canadian Institute of Quantity Surveyors (CIQS), can also enhance earning potential. My collected findings show that candidates with professional qualifications consistently do get paid higher salaries compared to those with similar experience but without professional qualifications.
Industry Sector/Projects
Salaries can also depend on whether a Quantity Surveyor or a Cost Consultant is employed in the public sector, private sector, or for a consultancy firm.
The size and scope of a consultancy organization can influence higher salaries and opportunities for bonus, depending on the clients they work with. However, this can come with higher performance expectations and larger workloads.
High-demand sectors, such as infrastructure and large-scale commercial projects, often can lead to higher compensation.
Local/ International Experience
Employers in Canada often prioritize local experience when determining salary, as candidates with Canadian experience are typically seen as more familiar with local regulations, market conditions, and have established networks.
I would recommend all of the employers to recognise that construction professionals relocating from overseas can bring valuable experience and diverse perspectives that can greatly benefit companies. By giving international candidates an opportunity, it is possible to tap into a wider talent pool.
Total Compensation Package
Over the last decade, there has been a shift in the way professionals perceive work – with a greater focus on greater life-work balance and job satisfaction. With majority of candidates voting that a work-life balance is more important than a higher salary when it comes to defining career success.
As a hiring organisation, it is important to regularly revise and update your total compensation package and to consider including things such as career growth opportunities, training, work-life balance, company culture and long-term career prospects.
Each candidate's situation will differ based on their unique circumstances, but it's important to highlight that offering a competitive package isn’t solely about salary. Candidates may find value in accepting a lower or comparable salary if your company can provide greater career development opportunities, flexibility, or the work-life balance they seek.
Retention Strategies
It’s essential for employers to balance their focus between hiring and retention strategies to maintain competitiveness in the market.
Candidates are drawn to employers that provide ongoing training, mentorship, and a clear path to career progression. This is especially important for retaining younger professionals who value growth opportunities as much as salary. Creating a positive and inclusive company culture can foster loyalty and reduce staff turnover, as employees are more likely to stay when competitive salaries are paired with a strong work environment.
Regularly reviewing and adjusting compensation in line with inflation, market demand, and employee performance will ensure your team remains motivated and your salaries stay competitive.
Summary
This salary guide offers a comprehensive overview of compensation trends within the industry, illustrating how salaries range from entry-level to senior positions and how they differ by province, helping employers understand market conditions in Canada.
To succeed in hiring and retaining Professional Cost Consultants and Quantity Surveyors in Canada in 2024, employers must go beyond just offering competitive salaries, although this is also very important. A focus is also needed on the full compensation package, career development, and the work environment to attract and retain the best construction industry talent in a competitive market.
By aligning your compensation strategy with current trends and benchmarks, your company will be better positioned to win over top candidates and build a strong, loyal team.
Get in touch with Maxim Recruitment to explore how we can support you in making your next successful hire.
Daria is a Senior Recruitment Consultant with day-to-day responsibility for researching, shortlisting, contacting, and interviewing premium construction industry candidates. Daria works with our UK team to help construction industry jobseekers into exciting new construction jobs with our market leading employer clients. Daria also covers the Canadian market as part of her international recruitment responsibilities. Her focus is on Toronto, Vancouver, Ottawa and other major cities in Canada.