Declining resident hunter numbers is an issue most wildlife jurisdictions in North America are currently facing. In British Columbia and the Okanagan Valley this decline is much more dramatic than other jurisdictions and has been spurred on in part by regulations and a lack of foresight and communication between the Province and its hunters. The author has found an aging resident hunter population with high turnover and low recruitment. In 1981, hunter numbers reached an all time high of 174,088 followed by four consecutive years of precipitous decline resulting in an overall decline of 25%. Hunters are sensitive to price and costs related to hunting - demand is elastic. During these five years there were several significant, compounding factors including a major recession, a significant increase in the costs of species and basic hunting licenses and privatization of the mandatory hunter education program.
The author found moving to quality-based wildlife management has had an extremely negative effect on participation and as a result has recommended better hunter education to improve success or more liberal hunting seasons. The author also found changing open seasons to limited entry and gun control to be major deterrents to current hunters.
To ensure the future of hunting, youth hunters must become the priority of the British Columbia Ministry of Environment and the British Columbia Wildlife Federation. Barriers to entry are several. New recruits can expect to pay an average of $300 and commit to 30 hours of class time prior to purchasing hunting licenses, related supplies and heading afield. The author has recommended streamlining and amalgamating both required hunting training courses and offering discounted incentives, particularly for youth.
The author has also recommended a mentoring program. The author found most current hunters began hunting before 19 and were mentored by their parents. Unfortunately, upcoming youths’ parents may have dropped out or may not have been recruited during the decline from 1981-1985. This may have a compounding effect on recruitment and must be addressed.