Employers, it’s time to start planning and developing from within!

The past few months I have begun having discussions with employers regarding the Canada-Ontario Job Grant and how it can help them to attract top talent, increase current employee engagement and further develop their staff. Our discussions generally revolve around asking whether they have started to think of what the future holds for their company in 5, 15 or 20 years and beyond their legacy. Who will be the driving force to ensure the company they have worked so hard to build does not fade away in the constantly evolving and ever changing waters of business? I suggest, they may want to begin looking at how to develop from within their company so it may continue to adapt and supersede their own professional existence.

Succession planning can help to ensure a company has a suitable supply of successors for current and future senior or key jobs holders. To start I suggest taking the time to make a demographic profile of your workforce, identify key positions, and then identify and assess potential candidates to develop. A strategic way to begin investing in your potential employees is by providing training and development opportunities; this will help to retain those you already feel are a right fit for your organization to succeed and move the company forward. Consider implementing annual performance appraisals to give employees the opportunity to self-promote themselves to their managers and supervisors who in turn can recognize those who would fit within a talent pool. Succession planning is not only for big business, if you are a small business allow employees the opportunity to demonstrate that they are ready to take on new responsibilities and opportunities, don’t allow them to feel stuck in a rut completing the same tasks day in day out. An internal talent pool helps to develop internal candidates who will be ready to take over if a senior staff or key worker was to leave the company. Even yourself as the owner will be ready to retire one day, who will you choose to take over the business, who do you see presently that over time has the potential to be a great leader and move your company forward. 

By investing in your employees they will feel an intrinsic reward which will increase self-esteem, achievement, growth and development. Ultimately, if you invest in an employee, they in turn are more likely to become positive, fulfilled and dedicated partners continually growing your company.

If you have a current employee with the soft skills and aptitude to move up in the company, but don’t know where to begin on how to develop them to move forward, contact VCCS. Allow our COJG team to help identify any skill gaps within your company and discover training that is appropriate to further develop your staff. We would be privileged to help your company attract and retain top talent, increase employee engagement and develop staff. 

Is Applying Online the Only Way to Get a Job These Days?

Today’s job search is reflective of our fast forward, scheduled and instant tech driven world.   The majority of large companies today recruit online, which makes the selection process solely based on your online application.  Where did the days go where you used to walk in off the street to an employer, have a chat with the manager and find work? Are they gone or are they still here?


Yes, definitely keep applying online, as it is a vital part of your job search, but don’t hide within the virtual world forever. Step outside and remember how rewarding it is to connect with another human being. Face to face with an employer can win you that hidden job and change your life!


Employers are looking for candidates with strong soft skills; hard skills are teachable.  They want to know if you are compatible with their organization and team. Through meeting them they will see whether you are a right fit.  Find the courage, walk through the door, make an impression and don’t be afraid to network with management.  Be professional but creative with who you are!


Expressions, body language, tone of voice, attitude and first impressions are all wonderful assets that an employer cannot gather through an online correspondence.  Continue networking with employers, friends, neighbours, past co-workers and community members!  Be bold and make a statement.


It’s all about balance!  

Using E-Folios In Your Job Search

 

If you have ever had the chance to look at an online portfolio for a graphic designer you probably would have been amazed at what you saw. Seeing what someone can do is tangible and often excites us more than hearing about what someone can do. Online portfolios (e-folios) can help you showcase sample of your work in the form of pictures, blogs you have written, links to websites and social media. Essentially an online portfolio is your own personalized website, and a way to market yourself competitively in the employment market. A local employer Brenda Manion from Community Care City of Kawartha Lakes stated “we enjoy having a competency based portfolio because it can provide the information that an interview not always can.”

When you have an online portfolio and you apply for a job you can easily copy the link to that online portfolio directly on your cover letter. This allows the recruiter for the position the availability to review your online portfolio if they wish to see samples of your work. In the interview stage you could also refer to your online portfolio outlining that samples of work completed can be seen online. Not only does the recruiter get to see what you can do but it also showcases your ability to create an online portfolio, determination in the employment market and your marketing savvy approach to job search.

The online portfolio website many job seekers have used in the past is www.weebly.com which is a free source. There is a pay for service option on Weebly however; payment is not required to create a basic e-folio.

For guidance on creating an e-folio please contact Amanda Middleton at VCCS Employment Services 705-328-0180 ext. 253 amiddleton@careerservices.org

Is Second Career For You?

Have you been laid off recently?  

Have you ever thought about returning to school to enhance your skills? 

Then wondered how would you determine what type of training to take?  

How much will it cost?  

How would I pay for school?

Have you ever hear of  “Second Career”?  

Second Career is a great opportunity for those individuals who meet the eligibility criteria.  Second Career is a chance for a laid off worker to look at updating/increasing skills for a successful return to the labour market.   The Second Career initiative funded by the Ministry of Training Colleges and Universities provides funding to unemployed individuals who demonstrate that they need to update their skills to access sustainable employment.

Did you know there is a whole network of employment service providers across Canada to help you look at your training options?  Yes there is a process to go through but it may be the right time to check out to see if you are eligible to apply for funding.

There are a wide variety of career training programs that are appropriate and meet the requirements for funding.   Want to know more??  Visit this website.  http://www.secondcareerontario.com/web/second_career/

ONE WEEK CAREER MATCHING CHALLENGE

Find out more about yourself and how you fit into the labour market

I find when discussing job search with people – “What kind of work are you looking for?” they generally respond to the question by listing industries they are familiar with such as retail, food service or helping people. The vagueness of the response is something we reflect back to the client by asking “Well, what skills do you have?” or “Why do you want to do that type of work?”

This questioning focuses their thoughts to build a self-awareness to help with decision making when looking for work. I also include questions surrounding what the people know about those industries and what jobs they have found that match their target industry.

I believe in the efficiency of a self-aware job search that is based on labour market research. However, introducing this idea is not a one-step plan. I gradually introduce each component and explain their value to the overall process.     

Below is a list of all the steps someone can complete to accelerate their job search; a one week challenge to build self-awareness, labour market knowledge and apply it to job search.

Monday – Complete some online self-awareness assessments (questions regarding learning style, skills, and interests.) The results will provide a list of careers you match up with.

Tuesday - Determine all the main skills of the careers highlighted by the assessments to confirm you have the necessary skills for the career.

Wednesday – Based on the previous results, look at the careers listed and research them on labour market information sites: jobbank.gc.ca; tcu.gov.on.ca to build a better understanding of the wages, outlook and details of each career.

Thursday – Review your resume to see if you have included the pertinent skills on the resume that reflect your ability to the job and make sure you list what the employer is looking for from your background.

Friday – Expand your job search based on the results of your self-awareness exercise into areas that you may not have previously considered especially if you match the requirements of that field or job.

First Impressions do Count

Do you think it is only the interviewer you must impress?

 

So you have worked hard through your job search, have done everything according to “the book” and your interview day is here.  You are dressed appropriately, socks match, well groomed and eager to attend.  You check your watch and all is going well.  You arrive at the place and walk through the door.  You are greeted by the receptionist and sit down. 

Did you speak with the receptionist?  Did you address her/him?  Did you introduce yourself?  Did you learn the receptionist’s name?  Did you tell her/him why you were there? 

Don’t forget that the receptionist can play a very important “hidden” role in the screening process.  After the interview is finished and you have left, the front desk person will address any issue with the interviewer and pass on any opinions. 

As an interviewee you must remember that it is not only the interviewer you will be meeting with.  Any person you come in contact with, during your time at the place of business, could very well be your new co-worker in the future and he/she could play a very important unseen role in your success for being hired. 

The importance of a first impression can never be underestimated.  It may very well be the difference between a job offer and the “no” pile.