The March 2013 Labour Force Survey published by Statistics Canada painted a disappointing picture about full time employment in March. However, although there was a decline in full time positions compared to February, the employment rate is up over the same period last year with 203,000 more jobs, most of them in full time work. Part time and self-employment has continued to grow over the past three decades and full time employment has remained relatively flat at 50% of the total working population.The challenge with focusing on one month’s worth of data when it comes to employment means we may be missing the mark regarding the future of full time employment. Employment growth needs to be about the continuing growth of new positions but it may not mean full time jobs with the same employer over an extended period of time. Development of new positions needs to be about creating and maintaining employment opportunities that come with a future and the ultimate challenge is matching current and future skills needs with people seeking jobs.Rick Miner, former President of Seneca College, in his report Jobs of the Future: Options and Opportunities comments that “… new jobs that we and our children need to prepare for are not always going to be unrecognizable today; many will be modifications and adaptations of jobs already being performed, albeit often with new titles and new training requirements. Some old jobs will certainly disappear, however, as they have done in the past.”But, with the fast pace of technological advancement, it may become increasingly difficult to develop, hire or prepare for, future skills when we may not know what they are. This means employers and employees (current and future) will need the ability to convert trends into actual positions.Today, workplace factors affecting the nature of work include;• increase in social media communication both within and outside the organization;• advances in technology to support information and data storage and exchange;• on line training advancements to support skills development while on the job and 24/7;• on line business-oriented sites to provide more opportunities for employers and recruiters to source a wider variety of possible candidates; and, of course,• aging of the workforce.These factors suggest employers and job seekers will need to continue to invest in skills development and training. In 2006, the Canadian Council on Learning found that Canada trailed the US and UK in training investment. Thirty percent of workers in Canada participated in job related education and training compared to 35 percent in the UK and 45 percent in the US. As a percentage of total payroll, the US spent approximately fifty percent more than Canada. In 2009, this same council reported that sixty-seven percent of future jobs would require some form of secondary education and skills training. Will employers be willing to increase their investment?Many management positions are held by boomers and their expertise has to be transferred to the next generation of leaders. This will require commitment to training and developing where mentoring and coaching processes help to identify critical skills and create alignment between these skills needs and those people identified as future leaders. This could increase training and development costs further which will affect the growth of full time positions.Being employed full time may end up as being employed by more than one employer at the same time, as a contractor juggling a number of different projects at the same time, or moving from contract position to contract position with little, if no, gap between contracts.Flexibility and creativity will be required on the part of both employers and employees as the nature of full time work may be changing.