December 2011
learn more ➧ GET THE Job
expert advice
INSIDE
Carl M. asks: “Will a blog help me find a job?” 9
Corporate film industry on a roll 4 How the telephone can help in your job hunt 5
Ask AN employment Expert
for YoUR chance to
win
Send your query to next@biv.com and it could be answered by an expert in a future issue of the Next. Plus, we’ll randomly draw the winner of a $50 dinner gift certificate from all entries received by December 31, 2011.
50
$
dinner gift certificate
Rebuilding shipbuilding in British Columbia 7 7 promising jobs you didn’t know about 9
LEARN MORE ➧ GET THE JOB
Immigrant mentoring program launched 11
Tapping the hidden job market Find out how internships, mentorships and volunteer work can help you find employment in Canada BY NOA GLOUBERMAN
W
hen Michael Batu decided to immigrate to Canada from the Philippines in his early 20s, he envisioned many opportunities in his new home. What he didn’t anticipate was the difficulties he would encounter in trying to access the Canadian job market. “I found out I wasn’t prepared – I had no idea what to expect,” said Batu. “Even with the right education and credentials I had a lot of trouble finding work in Canada.” After submitting over 400 applications in five months and not receiving a single job offer, Batu decided to apply for a paid internship in order to gain practical, professional, hands-on workplace experience. “It was a cold October morning and I was wearing a short-sleeved collared shirt and a jacket that just barely kept me warm,” Batu said. “I was sitting outside the office waiting for the interview and there were two other applicants there, both wearing suits. I panicked. I thought if I didn’t even know how to dress for a Canadian job interview, how was I going to get the job?” But, a few days later, he got the call: the internship was his. During his six-month paid placement he
LEARN MORE ➧ GET THE JOB
Potential employers will appreciate your effort in taking on a volunteer role, and even more so if it is somehow relevant to your professional aspirations
gained valuable experience about Canadian work culture and learned more about what it means to work in a professional environment in Canada. “I wasn’t getting coffee or stuffing envelopes – this was a real job,” Batu said. “I immediately saw the
difference before the internship and after I got that elusive Canadian experience. It opened a lot of doors for me.” “There are many barriers in terms of what Canadian employers are looking for when they’re hiring,” said Astarte Sands, who,
Community Mental Health and Addictions Worker diploma program It is not our purpose to become each other; it is to recognize each other, to learn to see the other and honor him for what he is. – Hermann Hesse In partnership with PHS Community Services Society and the Lookout Emergency Aid Society, this unique curriculum has been prepared to support individuals with mental heath challenges and addictions. Based on the input received from these industry partners, this program has been specifically designed to prepare students – philosophically, mentally/intellectually, emotionally, and experientially – for a successful career with longevity and the potential for advancement.
Apply for a full tuition scholarship
Change your life today!
In partnership with:
Call today: 604-580-2772 · www.stenbergcollege.com Over 94% of our grads are employed in their field of study within 6 months of graduation.
in 2008, launched the Workplace Connections Mentoring Program at MOSAIC – a non-profit immigrant-serving agency in Vancouver. “A newcomer arrives in Canada with the right skills and background and is led to believe a job
will be easy to find. But what they actually find is that many employers here are very reluctant to hire anyone without Canadian experience.” Workplace Connections matches skilled immigrants with Canadian professionals who act as volunteer mentors. Two hours a week for three months, via phone and email and in person, each pair works together on the newcomer’s employment goals. “Part of the challenge of moving to Canada and starting to look for work here is becoming aware of what the opportunities are and thinking outside the box about where to get those opportunities,” Sands explained. “Mentoring is a great alternative to a traditional job search,” she added. “Getting advice from an experienced Canadian who knows the road to employment and can in many ways take a newcomer’s hand and show them the way is invaluable.” When TV producer Tiffy Riel moved to Vancouver from Kuala Lampur, she found it difficult to find work with local television and advertising agencies. After connecting with Felicia Granger, her Workplace Connections mentor see page 3
2
DECEMBER 2011
learn more ➧ GET THE Job
Hired! Top 10 reasons why candidates get the job BY COLLEEN CLARKE
C
oach to Win consultant Terry Szwec gathered the results from 16,000 documents of how people landed their jobs over the past 16 years to come up with the following 10 ways that candidates succeed in their job searches. 1. Have a goal and a high level of specificity. Figure out where you want to be and what you want to do – certainly not an easy assignment. Do a self-assessment to discover who you are and what exactly you bring to a position. Eliminate options. 2. Design and organize a focused campaign. Ask people you know who they know that they can refer you to for an information interview or a job; be prepared to be specific. Brainstorm with people, ask questions galore. Commit to five hours a day, five days a week. Pretend you are a consultant to yourself; stay focused and directed to achieve what you set out to do each day and week. 3. Set up five eyeball-
to-eyeball advice calls per week. Initially you are going for quantity not quality. Book four to five meetings per week to start and, after three or four weeks, shift to quality rather than quantity of one to two per week. Practice makes perfect. 4. Best convincer wins the interview. Likeability and convincing skills outrank technical skills. Ask the infamous question going into the inter view: “What needs to be done in the first 90 days?” Don’t give so much data; instead, learn to sell yourself. Interview-
Are you someone you could sit next to on an airplane for four hours?
ers eliminate on data, not on likeability, unless it is solely technical skills they need. 5. Dress, image and nonverbal behaviour. While job hunting, men need a two-
button suit with no floral ties or beards and women need a small print on their blouses, no cologne and an upto-date hairstyle. Take time to read the interviewer, slow down your speech, be confident and watch your body language – lean in for an important point and make eye contact. 6. The ABCs of referral meetings. Your ultimate goal is to get to the people in the “C” category. Someone you meet, an “A” person, suggests you meet a “B” person, who, in turn, introduces you to a “C” person – a decision-maker or hiring manager. 7. Learn how to sell. Learn your features (skills) and prepare how your benefits (accomplishments) can work best toward fulfilling the needs of the company in this posted position. Ask, “On a scale of one to 10, what ranking would you give me as being qualified for this job?” Then ask, “What would I need to do or have to get to a 10?” 8. Are you someone you
Face the future with a new career! Enroll in the
PArA-LegAL PrOgrAM
today for a brighter tomorrow. Enjoy 24 weeks of Para-Legal paid work experience before graduation!
Also short BC Employment Programs (BCEP) available in: Canadian Securities Course (CSC) Fraud Examination Course (FEC) Fundamentals of Insurance (CAIB1) Medical Office Assistant (MOA) Care-Aide & Social Service Support Worker Building Service Worker (BSW)
Vancouver: 604-320-3332 | Abbotsford: 604-826-3107 www.metropolitancollege.ca
Among the top reasons candidates land a job: learning to sell your features (skills) and preparing how your benefits (accomplishments) can work best toward fulfilling the needs of the company that’s hiring
could sit next to on an airplane for four hours? Are you comfortable in your own skin? Remember that the person who interviews you wants to imagine taking you on client lunches and out-of-town business meetings or introducing you to senior management – can you walk the talk? Do you fit the bill? 9. Flexibility and adaptability with interviewers.
You need to be able to excel at behavioural and Q&A interviews. You need to be able to interview well with human resources professionals as well as hiring managers. 10. Follow through and continuation of the dialogue. After every interview send a (non-cutesy) thank you letter or card, within 36 hours. Use linen paper if you are typing the letter and a photographic or artistic card
if you opt to handwrite the note. To really go the extra mile, send a “thank you for the opportunity card” even if you don’t get the job. Szwec also suggests that you call in 60 days to see how things have worked out with the chosen candidate. • Originally published on the Workopolis Blog at www. blog.workopolis.com.
New year, New career
from enrollment to employment
AT CANADIAN TOURISM COLLEGE! Turn your passion for travelling into a long-lasting and exciting career. Travel, Tourism and Hospitality career training at CTC prepares students for work in airlines, hotels, travel companies and cruise lines around the world. Explore the world with a career in travel and tourism! Surrey Campus
Vancouver Campus
P: 604.582.1122 Toll Free: 1.800.668.9301
P: 604.736.8000 Toll Free: 1.877.731.9810
the first o t y r a s 00 bur to a $1,000. who register in ! nts 10 stude program at CTC fy! diploma to quali d a s i h t Bring in
w w w. T O U R I S M C O L L E G E . C O M
and a marketing specialist, Riel was encouraged to enrol in Simon Fraser University’s business administration graduate program. “I applied for school because I was getting a lot of feedback that they wanted Canadian education and I didn’t have that,” said Riel in an interview with the Better Business Bureau (BBB). “That’s why I decided to pursue my master’s and see if that expands my opportunities for getting a good job here.” Sands said that Workplace Connection mentors may also encourage newcomers to volunteer as an additional route to employment. “Our goal is to shift how people see volunteering by showing them how it can
help them improve their English skills, gain insight into workplace culture and, depending on the role, get them a local reference for future job searches.” Sands encourages newcomers to visit www.govolunteer.ca, which lists hundreds of opportunities and can be searched by areas of interest, location, type of activity, type of organization and more. She also says it’s important to consider what kind of volunteer position would be most beneficial to building your professional experience in Canada and helping you gain a feel for Canadian work culture. “Volunteering within your own field or for your own professional association gives you a chance to demonstrate your own knowledge
base,” she explained. “It’s also an opportunity to meet people, practice your English, improve your adaptability and find out what it means to be a Canadian accountant or engineer, for example. “It can really help you get a leg up, but it’s not just about showing up and pitching in. You have to think about what you want to do and what you have to offer.” Sands also recommends asking about references in an initial interview for a volunteer position, especially if you hope to use the experience on your resumé. “Potential employers will appreciate your effort in taking on a volunteer role, and even more so if it is somehow relevant to your professional aspirations.” •
CDI College has been helping people like you launch successful careers for more than four decades. Choose from over 50 market-driven programs in Business, Art & Design, Technology and Health Care. A new career can be in the palm of your hand. Call CDI College today! ems yst S k wor eer any Net Engin of m ds in iPa one ust o use oom J sr s t ram e clas g o pr th
nglouberman@biv.com
Volunteer VOlunteer
or call 604-876-2447 x 236.
Big Brothers of Greater Vancouver is a nonprofit community-based children’s charity that has been operating in the Lower Mainland since 1957. We offer a range of friendship-based mentoring programs for boys and girls and provide volunteer opportunities for men and women. Time commitments range from one to four hours per week and we ask all our volunteers to make a minimum commitment of one year. To find out more, please visit www. bigbrothersvancouver.com
Parent Support Service Society of BC seeks compassionate volunteers to co-facilitate Mandarin, Filipino, and Grandparents Raising Grandchildren circles in Vancouver; Farsi in Port Moody; English circles in Ladner and Langley; Grandparents Raising Grandchildren circles in Surrey and Delta; and English & Latin American circles in Richmond. We offer intensive initial training and opportunities to attend regional workshops for further skill development. As a facilitator, you will
make new discoveries about yourself and others, form social bonds, strengthen your community and find personal achievement. You will have a direct and lasting impact on the lives of others. If you have good listening and interpersonal skills, basic understanding of child development and parenting issues, would like to work with parents to improve their relationships and are able to commit for a minimum of a year, for an average of five hours a week, please contact Bella Cenezero at 604669-1616 or visit www. parentsupportbc.ca.
LEARN MORE ➧ GET THE JOB Adults, students and job seekers interested in further learning and upgrading their skills to advance their career prospects use Next as a resource and a career guide. Business in Vancouver Media Group, publishers of NEXT, offers post-secondary schools, career colleges, service providers a unique advertising vehicle to market full and part-time programs. Visit us at www.nextcareerguide.com for more information. You can help make NEXT the best carer training resource. Send your comments and suggestions to the editor Noa Glouberman - nglouberman@biv.com Publisher Cheryl Carter Editor Noa Glouberman Sales Manager Kim De Wildt
LEARN MORE ➧ GET THE JOB
Graphics & Production Soraya Romão Manager: Reader Sales and Service Deborah Hamilton Accounting/Administration Angela Foster
Members
102 East 4th Avenue, Vancouver B.C., V5T 1G2 Phone: (604) 688-8828 ➧ Fax: (604) 669-2154 E-mail: next@biv.com ➧ www.nextcareerguide.com
To get started today, visit study.cdicollege.ca or call 1.888.654.4181
Canada’s Leading Career Training Provider.
CDI_NEXT_Quarter Pg_runs Aug.indd 6
Y youtube.com/CDICareerCollege
from page 1
REWARDING CAREERS ARE NEVER HANDED TO YOU. AT CDI COLLEGE, WE’LL HELP YOU EARN ONE.
t twitter.com/CDICollege
Help wanted: Volunteering can be an additional route to employment
3
f facebook.com/CDICollege
DECEMBER 2011
learn more ➧ GET THE Job
8/12/2011 10:45:42 AM
Vancouver School Board Building Service Worker Diploma
A full time program designed for those who wish to enter the building service industry. Training includes all aspects of sanitation and cleaning operation of equipment, correct application of chemicals, WHMIS, operating your own cleaning business and two weeks of on-the-job training with industry professionals. Topics also include: stripping and buffing floors, waxing, wall washing, washroom and window cleaning, fire prevention, carpet cleaning and equipment training.
Next Program begins Monday, January 16, 2012 Free Information Sessions Available: Education Centre, 1580 W. Broadway 10:00am - 11:00am Tuesday, December 13, 2011 Thursday, January 5, 2012
To obtain information or to pre-register for a FREE INFORMATION SESSION, please call: 604-713-4500 or visit: www.continuinged.ca
4
DECEMBER 2011
learn more ➧ GET THE Job
Showtime for British Columbia’s corporate film industry YouTube, Internet bandwidth, entertainment industry struggles helping to build the corporate film sector BY JENNY WAGLER, BIV
B
uoyed by the rise of YouTub e a nd t h e growing popularity of digital advertising, Vancouver’s corporate filmmakers are riding the growth curve of an expanding industry. “We believe that we’re in one of the best growth media in the world,” said Martin Fisher, founder and CEO of Vancouver-based On Demand Production Network (ODPN). Most of ODPN’s work centres around corporate videos and TV commercials, but it also operates music video brand Insider Films and ideas studio Pink Buffalo Films. In five years of operation, Fisher said ODPN has tripled its full-time staff to 12 employees and expanded its contractor pool to 80. “We got into an industry that, when we started, YouTube was just a baby, so we knew there was a lot of room for growth,” Fisher said. “We’re still only at 50% or 60% market acceptance that people need [corporate film].” Colter Ripley is a producer at Video in Vancouver, a three-year-old corporate film company. He said the corporate film industry is
being propelled forward by YouTube and Internet bandwidth gains that have made videos accessible to the majority of Internet users. “I think video production is the bomb, it’s the thing; it’s really taking off right now,” Ripley said, pointing out that Video in Vancouver’s revenue has grown 40% in the past 12 months and that the company’s staff has increased this year to four full-time employees from three. Basetwo Media Inc. and Go 2 Productions, Inc., perhaps the two most established corporate video shops in town, have also grown recently – particularly in the wake of the recession, which hit ad dollars and briefly slowed corporate film companies’ momentum. Jeff Pelletier, Basetwo’s co-founder and sales manager, said the company’s revenue dipped in 2009 when marketing budgets got cut back, but the 2010 Olympics improved business by providing Basetwo with opportunities to crew and provide production support to international producers in town for the Games. Pel let ier added t hat since fall 2010, the corporate video business has been
“Anyone can jump into this market and call themselves a videographer, but that doesn’t mean that they know what they’re doing”
growing again. This year, he said, Basetwo has hired two new employees and now has seven full-time staff. Ross Huguet is president and partner of Go 2 Productions, which has carved out a niche in animated TV
SIMPLY ACCOUNTING LEVEL 1 & 2 Duration: 30 hours per level. Fee: $380 per level or $700 when registering for both levels at the same time. Textbook and Training Software for home practice are available for purchase on the first day of class at $50.00. After completing level 1 & 2 with us, students receive a course completion certificate, and will also be eligible to write the Certificate in Simply Accounting for FREE. The official Certificate in Simply Accounting will be issued by Sage Software, who developed Simply Accounting. Next Class Starts: Jan 24 to Feb 18, 2012. 5 Saturday sessions. Register by Dec 30th and receive $50 discount! For more information or to register for a course please call 604-597-3448.
202 – 7380 – 137th Street, Surrey, BC | www.dcrs.ca
Cashier Training & CusTomer serviCe - $275.00 Duration 18 hours. Become confident with operating a cash register & learn customer service, policies, procedures and laws that pertain to working in this field. next classes December 21, 22, 23 and January 9, 10, 11 from 9am to 3:30pm. For more information or to register for a course please call 604-597-3448.
202 – 7380 – 137th street, surrey, BC | www.dcrs.ca
commercials and corporate films. Its customer base is primarily in the U.S. Huguet said since its 1997 incorporation, the company has grown from two fulltime staff to 15 and is looking to hire more. While the corporate film business is more closely aligned to advertising than to film, Vancouver’s corporate filmmakers say recent film industry struggles have added new talent and competition to the local corporate film market. “Corporate work tends to be a fallback for a lot of people in the film industry, which can create f lyby-night competition,” said Pelletier. “But it took us years to build up the brand equity that we have, so we don’t really see that as competition – it’s more noise in the marketplace, to be honest.” Pelletier said film industry struggles have also increased the number of resumés he receives, but he added that film industry applicants are often overqualified. “If they’ve been directing feature films for 10 years, and then they want to direct corporate, usually we
“I think video production is the bomb, it’s the thing; it’s really taking off right now” – Colter Ripley, producer, Video in Vancouver
know that they’re not trying to make a career out of it, so it’s not somebody that we’re going to invest in necessarily.” But Fisher is positive about the talent influx: “I see it as a bit of an opportunity for some great talent on the street that’s half open-minded to looking at some other things [outside the film industry].” The advent of cheaper, higher-quality video cameras has also brought new players into the corporate film market. That trend has raised concerns at the BC Professional Videographers Association (BCPVA), which represents some of the smaller corporate film players in town. “Anyone can jump into this market and call themselves a videographer, but
that doesn’t mean that they know what they’re doing,” said BCPVA spokeswoman Sue Greening, who also runs corporate video shop Reeltime Videoworks. Fisher agreed that technology gains mean “anybody with a Mac and a website can be a production company.” But he argued that those changes can help the industry. “We think that’s encouraging more people to look at the space, and, if anything, that helps our space.” Fisher added that the market distinguishes between amateur and professional production: “There’s a certain quality of work that you need to work with professionals on,” he said. “That’s where we drive our business.” As to the future of the corporate f ilm market, Fisher said there’s a lot of room for growth: “We could have On Demands in every city across the country. It’s just a matter of how many hours you want to sleep at night.” • jwagler@biv.com
This article from Business in Vancouver – November 2226, 2011; issue 1152.
DECEMBER 2011
learn more ➧ GET THE Job
5
Five telephone faux pas How to use the phone to enhance your personal brand and give you a leg up in your career moves your voice. • On his voicemail, a lawyer friend says, “Your call is very important to me and I will try my best to get back to you within two hours.” His tone is genuine and you know without a doubt that he will get back to you.
Some people hit the snooze button on their manners and ignore some very basic rules of civility when communicating by phone When you pick up the phone, SMILE! You can actually hear a smile in the tone of someone’s voice BY COLLEEN CLARKE
A
lthough the telephone is becoming less and less an instrument of (vocal) communication, it is still the one tool that allows the receiver to hear your tone of voice. In ot her words: t he phone can convey your enthusiasm or lack thereof and your general mood. I’m on a mission to bring telephone conversations (or even personal visits) back into the workplace so there is some human contact. What a pleasure it is to hear a live person with a cheery voice say, “Hey, Colleen, how nice to hear from you!” Let’s clear up some of the biggest problems with people’s use of the telephone right away. Because one end of the conversation is physically separate from the other, some people hit the snooze button on their manners and ignore some very basic rules of civility when communicating by phone. Five of the most annoying transgressions • Putting someone on spea ker phone without warning them. • Ignoring live customers in front of you in order to deal with one who interrupts by phoning in. • Continuing to type and/ or work on other projects while on the phone. • Eating or chewing gum while on the phone. • Leaving voicemails where you speak so quickly that your name and/or phone number are impossible to
make out. You get the point. It is important to realize that you are communicating with a live person on the other end of the phone and to treat him or her with all of the courtesy that you would if he or she were standing right in front of you. Also, outstanding phone manners can be a marketing tool for your personal brand, and give you a leg up in your career moves. Here’s how. When you are the caller • Get yourself organized and know what you are going to say to the person or to his or her voicemail. You only have one chance to make a first impression. Sound professional and confident by using a strong voice that rises and falls throughout the sentence, emphasizing certain words for effect. • If you’ll be referring to certain materials, have them ready. If you’re leaving a message, tell the receiver what materials he or she might need to gather up and refer to when you do connect. • Use the receiver’s name and then immediately identify yourself and your company. Say your name articulately and slowly, especially if it’s a difficult one. Don’t run your last name into your first. • In the same breath, explain the purpose of your call and then ask, “Is this a good time?” Suggest a positive instead of a negative response such as, “Did I get you at a bad time?” If the
person is busy, suggest or ask for a telephone appointment. • When using a speaker phone, tell the person you are on a speaker phone and mention if others are in the room with you; introduce them if necessary. • Disengage once the business is concluded, ending with a positive statement and then saying goodbye. If you indicated you would email or fax something, provide information or a resource – do it now! In terms of leaving a message • Be upbeat, succinct and articulate and repeat your phone number at the beginning and end of the message. Speak slowly. You might want to leave the time of your call and whether there is a sense of urgency in returning the call. • When I am connecting with someone for the first time I will often leave a voicemail and send an email indicating that I am unaware of his or her preference for receiving messages. • Once you leave a message with your phone number, wait a few days before calling the person back. Leaving a message puts the ball in his or her court, and it takes away any control you had for repeat callbacks, at least immediately. Some pointers for your own voicemail • Please, please, please: if you are away on a holiday or a business trip leave that message on your voicemail
and include a date when you are expected to return. How many times can a person call back thinking you are just out to lunch? • Always leave your name on your voicemail, be it landline or cellphone. Recruiters have repeatedly told me that they do not leave messages on voicemails that don’t include the name of the person they are calling. Don’t assume all callers will know the sound of
When you’re taking a call • As the deputy consul general director for the British Consulate shared with me, “When you pick up the phone, SMILE!” You can actually hear a smile in the tone of a person’s voice. • Bell Canada advises not to answer your phone by saying, “Colleen speaking,” since saying that you are speaking is redundant because the caller knows you are speaking. Many business professionals merely say their first and last
names, with the proper upbeat inflection. • If people ask if you have a moment to talk, be truthful. Ask what the call is about to better determine how much time you may have to give, or say, “I’m about to go into a meeting but I have five minutes. Is that enough time?” This article wouldn’t be complete if I didn’t get my two cents in about a couple of my own personal recommendations. First, if you want someone’s company at an event, including trying to set up a lunch date, use the telephone? Second, when someone does you a favour or takes you to lunch, a personal call the next day is appropriate. So few people do this that it will be noticed when you do. Thanking someone for time spent with you surely warrants more than a 15-second typed email message. I’m worried that members of the upcoming generation won’t know how to use their voices as they carpel tunnel their way through the communication process. • Originally published on the Workopolis Blog at www. blog.workopolis.com.
Red Cross First Aid & CPR
Training Partner
Now AvAilAble iN A commuNity ceNter NeAr you!!!!
New Dates for 2012 Standard First Aid and CPR C + AED Jan 7-8 - Strathcona Centre. Register: 604-713-1838
Emergency First Aid and CPR C + AED Jan 8, Roundhouse Centre. Register: 604-713-1800 Jan 14, West End Centre. Register: 604-257-8333 Jan 20, Creekside Centre. Register: 604-257-3050
Emergency Child Care First Aid and CPR Jan 7, West End Centre. Register: 604-257-8333
Certificate valid for 3 years Visit our website:
communitycarefirstaid.com
for more details about courses in your area ACCent ReduCtion CouRSe - Join our new Accent Reduction course at DIVERSEcity and improve the way you speak in business, professional and personal settings. This program focuses solely on mastering pronunciation techniques that will help you sound like a native English speaker. There are many barriers to employment such as the lack of appropriate skills and knowledge, and problems with transferability and acceptance of foreign credentials. Another barrier may also be an employer’s perception of your ability to communicate with customers, staff and management. DIVERSEcity’s Accent Reduction program assists general employment seekers, entrepreneurs, medical professionals, and qualified professionals to present themselves in clear non-accented English. next class: January 26, 27 from 9am to 3:30 pm. Cost: $180.00
For more information or to register for a course please call 604-597-3448.
202 – 7380 – 137th Street, Surrey, BC | www.dcrs.ca
6
DECEMBER 2011
learn more ➧ GET THE Job
Don’t take a holiday from the job hunt Job seekers who put their search for work on hold during the holiday season may be missing out on opportunities Hiring expectations by profession Increase
Decrease
Net increase
Accounting and finance
10%
1%
9%
Advertising and marketing
21%
6%
15%
Human resources
13%
1%
12%
Information technology
10%
2%
8%
Legal
36%
4%
32%
Sales and business development
24%
3%
21%
Source: Robert Half International
A
ccording to the Robert Half Professional Employment Report, which tracks professional-level hiring, 14% of executives surveyed plan to add staff in the first quarter of 2012, with many companies starting to recruit in December. Here’s a closer breakdown: 16% of executives interviewed expect to up hiring for professional-level positions in the first quarter of 2012; 2% foresee declines. The resulting net 14% planning staff additions is down one point from the
fourth-quarter forecast, but indicates continued hiring activity in the new year. The
“Companies are continuing to invest in professionals who can help them grow” – Lara Dodo, Canadian regional vice-president, Robert Half Technology
portion (79%) of hiring executives anticipating no change
in staff levels is up from 75% three months ago. Eighty-seven per cent of respondents are at least somewhat confident in their organizations’ ability to grow in the first quarter of 2012. Survey respondents include more than 270 chief financial officers; 270 chief information officers; 150 senior human resources managers; 75 lawyers at law firms and 75 corporate lawyers; and 50 advertising executives and 200 marketing executives, all of whom have hiring authority.
More key findings from the report include: • 34% of executives in the transportation sector and 22% of executives in the construction industry anticipate staff additions; • 42% of respondents said it is challenging to find skilled professionals today, down six points from the previous quarter; and • 87% of executives are at least somewhat confident in their organizations’ ability to grow in the first quarter. “The report shows that companies are continuing
to invest in professionals who can help them grow,” said Lara Dodo, a Canadian regional VP with Robert Half. “Although the numbers aren’t quite as robust as they were in the previous quarter, they show sustained hiring activity with few companies anticipating decreasing staffing levels.” First-quarter professional-level hiring is anticipated to be strongest in the transportation sector, where a net 34% of respondents said they expect to make staff addi-
tions. A net 22% of executives in the construction industry also indicated they’ll hire during the quarter. Hiring projections were most optimistic in the legal field, with a net 32% planning to add professional-level staff. This was followed by sales and business development, and advertising and marketing, with a net 21% and 15% planning to hire, respectively. • Robert Half International (www.rhi.com) is a leader in professional staffing services.
ITTI
Immigrant Trades Training Initiativ Initiative Assisting immigrants towards their trade certification in B.C.
From here. To career. The Shortest Path To A Health Care Career
Find your Trade Route to a Better Future
Train today for: • Practical Nursing • Health Care Assistant • Pharmacy Assistant • Early Childhood Education • Medical Office Assistant • Rehabilitation Assistant and more....
Are you: • Permanent Resident of Canada? • Unemployed and ineligible for Employment Insurance? • Currently employed but lacking • Local credentials, or • Full-time hours, or • Essential skills?
Most programs are 1 Year or less.
We’re taking your education to the next level! Starting Sept 2011, you will receive an iPad when you begin classes at Vancouver Career College. All iPads will come with e-books and educational apps, providing you with a more interactive learning experience!
If your answer is “YES” to any one of these questions, this project might be for you!
Contact: Bruce Ratcliffe Email: bruce.ratcliffe@success.bc.ca Cell: 604.218.5162 Office: 604.517.0884 Fax: 604.517.517.1918 Website: www.success.bc.ca/itti
Step into the career you’ve been dreaming of. Call today! bc.vccollege.ca • 1.866.573.3087 Funding provided by the Industry Training Authority, through the Labour Market Agreement between the Governments of British Columbia and Canada
.com/VancouverCareerCollege
.com/VCCollege
.com/VCCollege
DECEMBER 2011
learn more ➧ GET THE Job
7
Rebuilding shipbuilding in British Columbia Seaspan’s successful bid to build $8 billion worth of navy and coast guard vessels is an opportunity to find and develop the talent to do the job stated. The company is also bidding on the design contract for the polar icebreaker, which, if it wins, would mean more job creation for the 75-person firm. Back on the North Shore, Percy Darbyson, business manager for the Marine & Shipbuilders Local 506, says he’s not entirely sure yet how
the NSPS contract will affect his people. The union’s current contract with Seaspan is up for negotiation in 2013, and Darbyson expects the company will want to hammer out a deal with workers sooner rather than later. Shaw says the relationship between Seaspan and the union is strong and that
labour contracts related to NSPS will be negotiated project to project. Despite all of the work in front of Seaspan, Shaw is confident the company will meet each challenge that comes its way: “Will there be challenges? Of course there will, [but] the future is exciting.” • jmckay@biv.com
JOEL MCKAY
THE COURSES YOU NEED TO WORK TODAY H2S Alive CPR & AED Worksafe Level 1, 2 & 3 Emergency Community Care Online courses: WHMIS, Foodsafe
John Shaw, Seaspan VP of program management: his company has committed to supporting human resources development, technology development and industrial development BY JOEL MCKAY, BIV
A
lthough Seaspan’s Vancouver shipyards won its bid to build $8 billion worth of federal navy and coast guard ships, the work to revive B.C.’s marine shipbuilding industry is only just beginning. Despite recent applause over Seaspan’s successful bid for the National Shipbuilding Procurement Strategy (NSPS) non-combat vessel contract, John Shaw, Seaspan’s vice-president of program management, says negotiations with the federal government have only just begun. The non-combat contract includes new joint support ships for the Royal Canadian Navy, science vessels for the coast guard and a polar icebreaker. But before shipwrights can get to the business of cutting steel, Seaspan has to invest approximately $150 million upgrading its yards in Vancouver and Victoria to support the contract. On top of that, it has just entered a new round of negotiations with Ottawa for an umbrella agreement that will establish a framework for each subsequent contract Seaspan signs under the NSPS non-combat program. Shaw and his team spent the better part of the last year developing a bid (at a cost to Seaspan in excess of $1 million) that proved to the federal government that it had the people, know-how, finances and space to build navy and coast guard vessels. In addition to making a
case for its own shipbuilding capabilities, Seaspan had to commit to supporting the greater marine shipbuilding industry in its bid. That means that the company has agreed to spend 0.5% of each contract’s value on one of three areas: human resources development, technology development and industrial development. The first project for Sea-
“If there’s work available it means there’s still usually room for more” – Malcolm McLaren, president, Allied Shipbuilders
span will be the $150 million coast guard fisheries science vessels. But work on them won’t begin for at least another year. In the meantime, the company has ordered six new wood-chip barges to keep workers busy until NSPS work begins. At the same time, Seaspan has launched a major recruitment drive to find the next generation of workers to fulfil its needs. Shaw says the Vancouver shipyards would need an additional 200 workers by 2013, and then another 400 to 600 on top of that to support navy ship construction. More workers will also be needed in Victoria, where the ships will be finished and sea-tested. Talks are underway between Seaspan, unions and colleges in order to help the company
source as many local workers as possible. The province has also created a B.C. shipbuilding and repair sector task force to help the industry determine what its labour needs will be in the coming years. But not every worker will come from B.C. Shaw expects the contracts will attract oilpatch workers from Alberta as well. The contract, although positive for the industry, could affect the labour force at Seaspan’s other North Vancouver competitor, Allied Shipbuilders. Allied president Malcolm McLaren says the NSPS contract could mean that workers leave his company for Seaspan where there’s guaranteed work for decades to come. “Yeah that’s an issue,” McLaren told Business in Vancouver. “As an employer it’s our challenge [to answer], how do we compete with an outfit that looks like it has long-term work? On the other hand, if there’s work available it means there’s still usually room for more.” But, he added, the NSPS could mean more sub-contract or overflow work for Allied. In Vancouver, the NSPS has already generated new work for Robert Allan Ltd., Canada’s oldest privately owned consulting naval architecture firm. “By virtue of the work we did on the fisheries research vessels [for NSPS] we were able to gain a very significant design contract for a 93metre oceanographic vessel for Australia,” Robert Allan
St.John Ambulance - 6111 Cambie St, Vancouver
604 321 7242 email: Vancouver@bc.sja.ca
SAviNg LivES AT WORK, HOmE AND PLAY
Shift Your New Career into firSt Gear!
In under 1 year you can be trained and working in the Automotive Industry! Grade 12 and Driver's License not required.
Start Earning What You Deserve! Program: Automotive Service Technician Auto Body & Refinishing Technician Auto Body Technician Automotive Refinishing Prep Technician Business Manager Collision Estimator Service Advisor Parts & Warehousing Auto Detailing Sales & Leasing Dispatching and Transportation Operations NEW
Duration: Potential Wages 42 weeks $100k/yr 42 weeks $80k/yr 24 weeks $80k/yr 24 weeks $80k/yr 2 weeks $50-$100k/yr 13 weeks $36-60k/yr 13 weeks $36-$60k/yr 6 weeks $32-$48k/yr 2 weeks $15-$20/hr 1 week $36-$75k/yr 25 weeks $36-65k/yr
Most programs are eligible for funding. Call for more information.
A worksAfe PArtner
WORTH SWITCHING CAREERS FOR
Visit our Campus at 12160-88th Ave in Surrey 604-635-2226 • www.lovecars.ca
DECEMBER 2011
learn more ➧ GET THE Job
CAREER SERVICES
8
AIM FOR WHAT YOU WANT Do you have a disability or barrier to employment? AIM can help! • • • •
Individualized career plans Employment counselors Resource Centres Community connections
• • •
Cover letter, resume, and interview techniques Accommodations and supports Job search workshops
NO COST TO ELIGIBLE PARTICIPANTS
Contact Open Door Group today to get started! Burnaby office: 210-5066 Kingsway 604 434-0770
Richmond office: 415-5900 No. 3 Road 604 247-0770
OPENDOORGROUP.ORG
“Funded in whole or part through the Canada-British Columbia Labour Market Development Agreement”.
Need a Job?
STOP
Call 604.244.9262 290-3631 No. 3 Road, Richmond, BC
Personalized Employment Coaching & Job Search Support FREE ConvEniEnt 1/2 Day WoRkshops
Start here ... RICHMOND EMPLOYMENT RESOURCE CENTRE
Adult EmploymEnt progrAm Workshop sEriEs
SOUTH DELTA EMPLOYMENT RESOURCE CENTRE Call 604.946.0324 4899 Delta Street, Ladner, BC
Monday–Friday / 9am–5pm www.bgccs.bc.ca
• Targeted Resumes • Interview Strategies • Strategies for the Older Worker
• Cover Letter Creation • Intro to MS Word & Internet • Hidden Jobs & Labour Market Trends
Gordon neighbourhood house
“Funded in whole or part through the Canada-British Columbia Labour Market Development Agreement”
1019 Broughton St, Vancouver (West End)
604-683-2335
Funded in whole or part through the Canada-British Columbia Labour Market Development Agreement
Skills Connect for Immigrants SkillsConnect Connectfor forImmigrants Immigrants Skills
Skills Connect for Immigrants
Helping skilled immigrants launch their careers in BC Helping launch their careers in BC Helpingskilled skilledimmigrants immigrants launch their careers in BC Helping skilled immigrants launch their careers in BC Skills Connect for Immigrants provides:
Skills Connect provides: Skills Connectfor forImmigrants Immigrants provides: n Partial funding for qualifications upgrading and credential evaluation
Skills Connect Immigrants provides: Partial funding for for qualifications upgrading and credential evaluation n Partial funding for qualifications upgrading and credential evaluation n
Soft skills training to help you succeed in the Partial funding for qualifications upgrading and credential evaluation Soft training toto help youyou succeed in the Softskills skills training help succeed in the Canadian workplace Canadian workplace Canadian workplace n Soft skills training to help you succeed in the n Personalized one-on-one coaching with an n Personalized one-on-one coaching with an Canadian workplace n experienced Personalizedemployment one-on-one coaching with an counsellor experienced employment counsellor experienced employment counsellor n Personalized one-on-one coaching with an n Free innovative workshops to help you take n Free innovative workshops to help you take experienced employment counsellor n charge Free innovative workshops of your job search to help you take charge of your job search n
nn
n
n
charge of your job search to help you take Free innovative workshops
charge of your job search
Findout outmore: more: Find Find out more:
E-MAIL: skillsconnect@issbc.org skillsconnect@issbc.org E-MAIL: Find out more: WEB: www.issbc.org/skillsconnect E-MAIL:www.issbc.org/skillsconnect skillsconnect@issbc.org WEB:
PHONE: 604-684-2561 (ext. 2123) WEB: 604-684-2561 www.issbc.org/skillsconnect PHONE: (ext. 2123) E-MAIL: skillsconnect@issbc.org (Vancouver, New Westminster, (Vancouver, New Westminster, PHONE: 604-684-2561 (ext. 2123) WEB: www.issbc.org/skillsconnect Coquitlam and Richmond) Coquitlam and Richmond) (Vancouver, New Westminster,
PHONE: 604-590-4021 604-684-2561 (ext. 2123) 604-590-4021 Coquitlam and Richmond) (Vancouver, New Westminster, (Surrey) (Surrey)
604-590-4021 Coquitlam and Richmond) (Surrey)
604-590-4021 (Surrey)
This ofof WelcomeBC, a suite of programs Thisprogram programisispart part WelcomeBC, a suite of programs funded by the Government of Canada and the Province funded by the Government of Canada and the Province
This program is part of WelcomeBC, a suite of programs
of helps newcomers settle, ofBritish BritishColumbia. Columbia.WelcomeBC WelcomeBC helps newcomers settle, funded by the Government of Canada and the Province integrate and find in their new communities. This program is employment part of WelcomeBC, a suite of programs integrate and find employment in their new communities.
of British Columbia. WelcomeBC helps newcomers settle, funded by the Government of Canada and the Province integrate and find employment in their new communities. of British Columbia. WelcomeBC helps newcomers settle,
www.issbc.org/skillsconnect www.issbc.org/skillsconnect
integrate and find employment in their new communities.
Looking For Work? We can heLp! Free Services for Job Seekers Vancouver east employment resource centre 300 - 1638 East Broadway (at Commercial) 604-434-0367 press 4 Vancouver Downtown employment resource centre 200 - 1033 Davie St. (at Burrard) 604-434-0367 press 5
Funded in whole or part through the Canada- British Columbia Labour Market Development Agreement
DECEMBER 2011
learn more ➧ GET THE Job
9
ASK AN EMPLOYMENT EXPERT
MARK SWARTZ Carl M. asks: “I want to show potential employers that I’m keeping up with online trends. Should I start a blog?”
I
t is kind of cool to have your own blog these days. Using freeware such as Blogger, WordPress or many others, you can write about anything you want, any time the mood strikes. And maybe, just maybe, people will read your stuff and respond. Sort of a nice, easy way to get your message out and create a bit of community. But is it useful in your job search? The answer might be “yes,” if you do it right and it’s relevant to the work you’re seeking. But it’s a big fat “NO” if not. Here’s what I mean. On the yes side, let’s say you’re
looking for a job in marketing. You decide to start some sort of marketing blog. Every day or two you post your ideas. Maybe include links to other marketing-related blogs and stories. When people write in, you contact them and generate new relationships – in essence networking via the Internet. In time, your blog could become popular and attract a steady following. Then, one of your regulars gives you the scoop on a job vacancy few others know about yet. Zoom ahead to the interview you scored because of your blogosphere buddy. Mr. or Mrs. Intimidating Inter-
viewer asks the dreaded question: “So, what makes you stand out from the other 20 remarkable candidates in line behind you?” You can shoot right back with tales of your Internet savvy: show them a couple of choice printouts from recent postings, like the ones where people are thanking you for providing such a compelling and illuminating presence on the web. Then again, it could backfire badly. What if people start posting nasty comments on your blog or you get spammed with junk messages? How about if you let your posts get too stale? Could be also that your con-
tent is simply frivolous and time wasting. It takes effort to properly manage a blog … time you could be spending applying for jobs and net-
It takes effort to properly manage a blog … time you could be spending applying for jobs and networking face-to-face working face-to-face. If you want to be seen as somewhat of an expert in your field or you think that blogging will give you a
better online presence than simply having your profile done well on Facebook or LinkedIn, then by all means go ahead and start broadcasting your thoughts to the world. Otherwise, focus on the task of finding a job without the added distraction. Some DOs for using your blog in your job search • Consider making your content relevant to the type of role, industry or profession you’re applying for. • Invite potential employers to visit your URL. • Keep your info current. • Network selectively via email with people who write
in with their comments. And some DON’Ts • Don’t be overly controversial or indiscriminate with what you say. • Don’t publish rude, offensive or explicit material. • Don’t believe you can hide behind a nickname or alias forever. • Don’t forget to thank the people who help make your blog a success. • Mark Swartz is a leading Canadian career consultant; www.careeractivist.com. This column was originally published on the Workopolis Blog at www.blog.workopolis.com.
Seven promising jobs you might not know about Robert Half research reveals positions with strong growth potential in 2012
L
of Robert Half Technology. “Professionals who have a high degree of specialization and hands-on experience helping companies take advantage of emerging technologies are among the most highly sought by employers.” Here’s an overview of seven high-potential jobs for 2012. 1. Mobile applications developer. As companies strive to reach consumers on smartphones, tablets and other mobile devices, they need professionals who can develop for the small screen. Starting salaries for mobile applications developers are projected to increase 8.2% to a range of $72,500 to $102,750 in the coming year. 2. Web designer. As organizations look to improve
CAREER SERVICES
awyers and detectives may be the roles most commonly depicted on TV, but the jobs that get high ratings in real life are often lesser known. According to salary research from Robert Half International, demand for positions such as mobile applications developers, data warehouse analysts and web designers is expected to grow in the coming year as companies look to invest in their information technology (IT) infrastructure and digital presence. “Many of these roles are quite challenging for employers to fill since, in some cases, the demand for qualified professionals exceeds the supply,” said Lara Dodo, a Canadian regional vice-president
“Many of these roles are quite challenging for employers to fill since, in some cases, the demand for qualified professionals exceeds the supply” – Lara Dodo, Canadian regional vice-president, Robert Half Technology
the overall look and functionality of their websites and social media pages, they seek professionals who can create clean, eye-pleasing designs that reinforce their brands’ overall look and feel. The starting pay for these individuals is expected to rise
6.6% to a range of $75,000 to $120,000. 3. Network engineer. Companies’ networks are more intricate than ever, increasing the need for those who can ensure the efficient and secure transfer of data and information. Starting salaries for network engineers are expected to rise 6% to a range of $75,000 to $98,250. 4. Data warehouse analyst. Maintaining data has become an increasingly complex task, which is why companies need professionals who can collect, analyze and mine stored data, as well as offer effective storage strategies. Anticipated base compensation for these professionals is expected to climb 5.9% to between $81,750 and
$111,250 in 2012. 5. Web developer. Web developers are increasingly needed by companies looking to enhance their online presence. Base compensation for these professionals is projected to increase 5.3% to between $58,750 and $85,000. 6. Data security analyst: Security threats are constantly changing, and firms need professionals who can analyze risk and propose solutions. Base compensation for these workers is expected to rise 4.9% to between $83,250 and $124,500. 7. SEO/SEM specialist: Being found online by search engines and consumers is essential to any firm looking to make its digital mark. That’s why companies seek SEO/SEM specialists
who can develop strategies to optimize web projects for search and increase online visibility. Those with three or more years of experience are projected to see a starting salary range of $75,000 to $95,000. More information about the positions listed above can be found in the Robert Half Technology 2012 Salary Guide, which includes a wide range of IT positions, as well as The Creative Group 2012 Salary Guide, which focuses on interactive, design and marketing jobs. • Robert Half Technology (www. rht.com) and The Creative Group (www.creativegroup. com) are part of Robert Half International, a leader in professional staffing services.
PACT EMPLOYMENT Are you looking for a Job? Do you have Depression, Anxiety or other Mental Health Issues?
Suite 608 - 409 Granville St. (at Hastings), Vancouver
We can Help! FREE & CONFIDENTIAL EMPLOYMENT SERVICES CALL NOW
604-877-0033 www.pactemployment.com pactemployment@coastmentalhealth.com
Funded in whole or part through the Canada- British Columbia Labour Market Development Agreement
• Pre-Screening • LD Assessment • Career Decision Making • Skills enhancement • Resume Renewal • Job and Trades placement help
In-Depth Employment Assistance Services
Call: 604-683-5554 For anyone unemployed! FREE, Confidential & One-on-One!
Funded in part or whole through the Canada - British Columbia Labour Market Development Agreement
10
DECEMBER 2011
learn more ➧ GET THE Job
Warning signs How to spot a bad company culture during the interview BY PETER HARRIS
O
ften it can seem like just landing a job interview can be a challenge in itself, and in this economy walking away from a potential opportunity may be a risky move. But you might just be better off staying on the market than taking a position that makes you miserable. That’s why it is important to evaluate your potential employer as much as he or she is evaluating you during the job-interview process. There are some giveaway signs of a toxic work environment to look out for. They leave you hanging. Some employers wait a really long time after the initial interview before getting in touch with you about next steps or a decision. This is extremely discourteous to candidates who generally have a lot riding on the outcome of a job interview. This can be an anxious and emotional period for many people. Leaving candidates hanging without a word for weeks after an interview is disrespectful. You can take a clue as to how a company treats its employees by how it treats its perspective employees. It’s like visiting the set of a zombie movie. Try to get a look around the office when you’re in for the interview. Do the people look happy? Are they talking with each other at all? A quiet work environment can be good for concentration, but if you’re going to be joining this team you want to know that people are friendly and that they get along. If everyone seems dreary and miserable,
watch out. Also, take a look at the workstations. Some people like shared, open-concept tables while others need a more private workspace. Make sure that you can see
It is important to evaluate your potential employer as much as he or she is evaluating you yourself actually working there. Your life would become a casualty of the commute. I once borrowed a car for a job interview. I drove up there mid-morning for the interview. It took 20 minutes to get there. This didn’t prepare me for the reality of what the rush-hour, public-transit commute was really going to be like once I got the job. It required taking the subway to the end of the line, then a bus ride into an industrial park area and then walking a pedestrian bridge across highways and into what was basically a wasteland of office spaces, warehouses and parking lots. It took over an hour-and-a-half each way. Although I lasted a year out there, I was never so happy as when I landed my next role with an easy commute in a cool city neighbourhood with nearby cafés, shops and atmosphere. OK, the commute is not part of the company culture, but it will have a large impact on your quality of life. Keep it in mind when sizing up an opportunity. The interview is way too short. We’d all like to get snapped up and hired quick-
BUsiness Opportunity
Plan for your future...
J
Get a
p m u
on Li
fe
Learn to Operate a Mini-Office Outlet working from your computer! Flexible Hours,FREE Online Training
www.born2shine.net
ly, but when a company offers you a job without bothering to find out anything about you, it likely means that it’s desperate. This can indicate that the position has a very high turnover rate. There’s usually a reason for that (and it’s usually not good). A very short interview can also mean that the employer has already decided on another candidate and is just going through the motions with you. In that case, you also shouldn’t get your hopes up for this job. On the other hand, when the process is ridiculously long and you have to jump through countless hoops, it can indicate that a company has many layers of bureaucracy behind everything it does. This can be an indicator of a frustrating place to work. No one seems to want to work there for very long. If the person interviewing you or any other employee you meet has only been with the company for a short period of time, it can indicate an unpleasant work environment that people leave as soon as they can. Like I said, be wary of high turnover rates. Of course, it could also be a sign of growth. The company may have been on a recent hiring spree. Do some research. Find out if the company has been expanding
For the past 15 years Education & Career Fairs has helped job seekers, adult learners and career changers with the opportunity to examine education and career paths
and what its reputation is among former employees. Google the company. If it turns out that people are anxious to jump ship, you might be better off not signing on in the first place. It’s all done surreptitiously. Sometimes it happens that you’re being hired for a role where the person you’re replacing doesn’t know he or she is being replaced. This causes several problems. Walking in the door Monday morning to take the place of someone who was given the axe on Friday afternoon can lead to resentment among your new team as you are seen as responsible for the former co-
worker’s downfall (despite the fact you’ve never even met the person). Also, when you’re hired on in such a hush-hush way, you don’t get to meet anyone on the team. Sometimes the interviews themselves take place in coffee shops and other locations to keep the person being replaced in the dark. This means you don’t have the opportunity to see the working environment or get a look at how happy the people seem to be (so you may be missing some of the red flags). Plus, once you’ve seen the company treat your predecessor this way, it can make you a little paranoid
that your boss may be lining up your replacement behind the scenes at any time, too. It’s important to work and to have a job, of course. There are bills to pay. But being in a toxic environment can take a huge toll on your mental and even physical health. The quality of your work will suffer and your personal brand can be tainted by association. You need a paycheque, sure, but that’s not all that you need. Steer clear of noxious workplaces if you can. • Originally published on the Workopolis Blog at www. blog.workopolis.com.
Service providers identified for new WorkBC Employment Services Centres 85 storefront locations and another 114 satellite offices scheduled to open in April 2012 to help people find work
B
ritish Columbia’s Ministry of Social Development has identified 72 successful proponents to deliver services through new WorkBC Employment Services Centres that are scheduled to open April 2012. The ministry’s recently revised Employment Program of BC ref lects feedback about the need for better access to services for those trying to find a job. The new employment services centres will integrate all services currently offered through a single door and make it easier to help people find work, no matter where
they live in the province. As a result, specialized populations, including immigrants, youth, aboriginal people, francophones, persons with disabilities, survivors of violence, persons with multiple barriers and people living in rural and remote areas, will receive the full suite of quality services through the new integrated centres regardless of where they live. Each employment centre will be able to make use of various service channels to better serve its clients. There will be 85 storefront locations and another 114 satellite offices. Many locations
will also use mobile services and outreach for specialized populations or those living in remote areas.
The new employment services centres will ... make it easier to help people find work The ministry will set up an expert advisory panel to monitor how the new model works for British Columbians and a panel of specialized experts to examine how the model is working for clients with specialized needs, such as those with
disabilities or clients with multiple barriers to employment. The province will invest $341.2 million in employment services for 2011-12. The new employment centres support the government’s Families First commitment and BC Jobs Plan, which will strengthen the economy, creating and protecting jobs for British Columbians. • For information about the new service providers for the WorkBC Employment Services Centres visit www. labourmarketservices.gov. bc.ca.
DECEMBER 2011
learn more ➧ GET THE Job
11
Professional immigrant mentoring program launched in B.C. Mentors from various federal government departments to help skilled newcomers gain local labour market experience BY JENNIFER HARRISON, BIV
I
n late November an inaugural meeting between mentors from four federal government departments in B.C. and 11 skilled new Canadians marked the start of a mentoring program led by the Immigrant Employment Council of BC (IECBC).
It is important to evaluate
and boost their cross-cultural communication and career-search skills. According to IEC-BC, by spring 2012 up to 40 mentors from various federal government departments across the province could be helping skilled immigrants gain valuable local labour market experience. Kelly Pollack, IEC-BC executive director, said, “Mentoring is one of IECBC’s key initiatives that is
based on a proven national model, but having this many federal government departments in B.C. participate is a first for Canada.” The mentoring program brings together immigrant talent and established Canadian professionals in occupation-specific, one-on-one relationships. Through this employment-focused program, IEC-BC connects employers with a skilled immigrant talent pool.
Canadian Heritage, along with Passport Canada, Citizenship and Immigration Canada and Western Economic Diversification Canada, are participating in the first program phase. Two more phases are planned for 2012 and it is expected that other federal departments will join the IECBC Mentoring Program as well. • jharrison@biv.com
your potential employer as much as he or she is evaluating you
A new Immigrant Employment Council of BC mentoring program aims to bring together immigrant talent and established Canadian professionals
O ver t he nex t fou r months, immigrant professionals will work with their Canadian peers to learn about local business practices, increase their understanding of the B.C. workplace culture, access professional networks
WORK WITH US & GROW A CAREER
BANK TELLER TRAINING PROGRAM - Course fee $300. The Bank Teller Training Program sets the foundation to start acareer in the banking industry in Canada. By learning the basics of being a Teller, you gain the skills and knowledge necessary to enter this exciting field. The course covers customer service, product sales, security, Canadian banking procedures and policies, and application process and employment opportunities with different banks. Next class starts dates: January 7, 14 and 21 for 3 Saturday sessions from 9am to 4pm. Register by Dec 30th and receive $30 discount! For more information or to register for a course please call 604-597-3448.
202 – 7380 – 137th Street, Surrey, BC | www.dcrs.ca
Beyond Addiction The Yogic Path to Recovery
We are looking for an experienced, driven sales professional for the role of:
ADVERTISING ACCOUNT EXECUTIVE The Now (Tri-Cities) We are one of the most well-established community based businesses and are looking for people who share our passion for excellence. By utilizing your strong communication and sales skills you will be responsible for providing integrated advertising solutions to local businesses using various media including print, digital, flyer inserts and SwarmJam.
This position requires great attention to detail, the ability to multi-task, prioritize and work under tight timelines. We offer a great working environment, a competitive base salary and commission plan which includes an attractive benefits package. If this sounds like the perfect fit, please email your resume and cover letter in confidence by December 22, 2011 to: cackerman@thenownews.com
Glacier Media Group is growing. Check our job board regularly for the latest openings:
www.glaciermedia.ca/careers
A 4 weekend training in beautiful Vancouver, BC
2012
YOUR SUCCESS WILL BE MEASURED BY YOUR ABILITY TO: • PROSPECT & DEVELOP NEW BUSINESS • EXCEED CLIENT MARKETING/ADVERTISING EXPECTATIONS & BUILD STRONG RELATIONSHIPS
January 20-22 February 17-19 March 23-25 April 27-29
The Beyond Addiction program helps to nourish one’s relationship with one’s essential spiritual identity and develop inner strength in a supportive group setting so that the compulsion for a external substance or behaviour is relieved.
taught by
• Dr. Gabor Maté • Sat Dharam Kaur ND • Amandeep Singh MSc, MA • Sat Kaur Khalsa To register and for more information please contact 778-322-4785
satdharamkaur@gmail.com www.kundaliniyogatraining.com
12
DECEMBER 2011
learn more ➧ GET THE Job
You want a better life. Job satisfaction. Financial security. Respect. You want to help others.
Change your life today Cardiology Technologist
Practical Nursing
The Canadian Medical Association (CMA) has granted this program its highest accreditation status, a 6 year accreditation.
We offer Free Biology 12!
Community Mental Health & Addictions Worker
Psychiatric Nursing
In partnership with PHS Community Services Society and the Lookout Emergency Aid Society, the unique curriculum for this program has been prepared to support individuals with mental heath challenges and addictions. Entry level wages range from $18.03 to $19.72/hr. Apply for a full tuition scholarship today.
There is an urgent need for more Registered Psychiatric Nurses (RPN) in BC. The only program of its kind in BC, students can learn within their local communities via distance education, local and/or regional clinical placements, and some regional classroom delivery. Entry-level earnings start at $29/hr. This 23 month program is recognized by the CRPNBC.
Early Childhood Educator
Special Education Assistant
“The most important job in the world.” According to the 2008 ECE Registry Survey commissioned by the BC Ministry of Children & Family Development, the average wage for Early Childhood Educators in BC is $17.43/hr. Graduates may qualify for $3000 bursary though the BC Family Child Care Association.
Our program includes training and certification from the Provincial Outreach Program for Autism & Related Disorders (POPARD). Two POPARD courses are offered in this program: Introduction to Autism Spectrum Disorders & Introduction to Applied Behaviour Analysis. Starting wage for Special Education Assistants is approx. $22/hr. Starting wage for Special Education Assistants is approx. $22/hr.
Health Care Assistant (formerly Resident Care Attendant / Home Support) Make a difference in the lives of others! Graduates will be registered with the BC Care Aide & Community Health Worker Registry which will allow you to work in government funded health care facilities. The starting wage for Health Care Assistants is $17 - $21/hr.
Professional Studies for working healthcare professionals • Advanced Leadership Skills for LPNs • Immunization Skills Workshop • Phlebotomy Course
FREE College Preparatory program and ongoing ESL support.
Hospital Support Specialist Work in hospital and healthcare administration as an Admitting/Registration Clerk, Health Records Clerk, Diagnostic Imaging Clerk, Hospital Switchboard Operator, Medical Secretary and much more. Entry level wages from $18.16 - $21/hr.
You may be eligible for government student loans and funding.
Medical Laboratory Assistant This program has been reviewed and approved by British Columbia Society of Laboratory Science and exceeds their requirements in many areas. The wage range of Stenberg MLA grads working in their field of study is $18.04 - $23.70 per hour.
Medical Office Assistant Consider a rewarding career in healthcare administration or expand your career options as a Hospital Support Specialist (see above).
Nursing Unit Clerk Nursing Unit Clerks, originally known as ward clerks and sometimes referred to as Nursing Unit Coordinators, act as the anchors of patient care departments. The average wage for Stenberg grads is $20.77/hr. plus 12.2% in lieu of benefits.
“The teachers and staff at Stenberg were very supportive throughout my entire program … Working towards completion of this program requires a lot of hard work but because everyone in the class cooperates and encourages each other to succeed, it helped me a lot.”– Amanda P.
604-580-2772 · www.stenbergcollege.com Over 94% of our grads are employed in their field of study within 6 months of graduation.