Next_October 2011 by GLACIER MEDIA DIGITAL LIMITED PARTNERSHIP dba BUSINESS IN VANCOUVER

October/November 2011

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INSIDE How to end a job interview on the right note 6 Entrepreneur of the Year finalists’ success stories 7 CIOs reveal fourth-quarter technology hiring plans 12

expert advice Kelly M. asks: “Should I tailor my cover letter to the job opp?” 5

Premier unveils new jobs plan for B.C. 13

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It’s not just a job, it’s a mountain experience Whether you’re seeking a fullfledged career or just a part-time job on the slopes, ski hills are alive with the sound of hiring

id you know that tourism is one of the world’s fastestgrowing industries? It’s true. In British Columbia, tourism is outpacing mining, agriculture and fishing as a leading industry for the province. Not surprisingly, it offers a diverse range of job and career opportunities, which means no matter what your interests, you can be sure to find a job in tourism that suits you to a T. This time of year, it would be hard to find a more dynamic working environment than at one of the province’s many ski hills and resorts. The snowsport sector offers a variety of stable career opportunities to suit your individual skills and interests. While the employment benefits are unique and exciting, getting started in the industry can be relatively easy because many positions don’t require specific education or training. Virtually every community throughout B.C. features skiing at or near its doorstep. Whether you prefer to live in bustling downtown Vancouver, a quaint town in the Kootenays or high up in the Rocky Mountains, a job in the snowsport sector is seldom far away. With almost 100 snowsport companies (including crosscountry, heli- and snow-cat skiing operations) providing thousands of jobs throughout the province, the sector offers diverse employment and lifestyle opportunities.

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Many job seekers are attracted to ski hills primarily because of the opportunity to work in the great outdoors; jobs in this area would include ski and snowboard instructors

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.

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Auto industry shifts gears to attract new recruits 14 So whether you prefer majestic mountains to the concrete jungle, love skiing or the great outdoors or want to work alongside interesting colleagues while meeting active guests eager to experience nature as part of their recreation plans, this could be the ideal employment opportunity for you. Front-line positions tend to require good public relations skills and an outgoing, friendly personality, while technical skills are more important for many behindthe-scenes jobs. Whatever the position, a positive attitude and the ability to work as part of a team are essential in this business. Hiring for entry-level positions is based more on attitude than experience or education, as employers often provide on-the-job training. Post-secondary education will help to accelerate advancement into supervisory, management and technical positions. Of course, many job seekers are attracted to ski hills primarily because of the opportunity to work in the great outdoors. Jobs in this area would include ski and snowboard instructors, heli-ski guides, lift operators and terrain park staff. An outdoor education supervisor, for example, might co-ordinate a variety of recreation and educational snowshoe programs and supervise a team of guides. A base radio operator would be responsible for supporting efficient mountain communications through the use of the base VHF see page 4

October/November 2011

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October/November 2011

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Canadian employment rate holds steady End-of-summer statistics show some good news for younger workers 300,000 jobs, part-time work has gone down by 2.3%, representing a loss of some 77,000 part-time jobs.

Canada’s health-care and social-assistance fields saw employment growth in August with over 50,000 new jobs created BY PAUL HARRIS

anadian employment saw little change in August, with the unemployment rate inching up by just 0.1% to 7.3%. There was some good news for younger workers, as people aged 25 to 54 saw employment gains that month. However, these were offset by job losses for workers aged 55 and over. Over the past year, em-

ployment has increased 1.3%, which equates to 223,000 new jobs. Ontario and Alberta saw the largest gains in 2011. While full-time employ-

Over the past year, employment has increased 1.3%, which equates to 223,000 new jobs ment has increased by 2.2% or

GROWTH & LOSSES IN KEY SECTORS In August, the health-care and social-assistance fields saw employment growth with over 50,000 new jobs being created, while there were employment losses in construction (down 24,000 jobs), transportation and warehousing (down 14,000 jobs) and natural resources (down 12,000 jobs). SUMMER STUDENT EMPLOYMENT Over the summer the average unemployment rate for students aged 15 to 24 was 17.2%, which is up from last year’s student unemployment rate of 16.9%. •

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October/November 2011

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Hilltop hiring: Seasonal jobs at ski resorts frequently mean flexibility and fun from page 1

radio and telephone systems, a job that requires the ability to work well under pressure and be able to multi-task. If you were a ski hill’s lesson desk super visor, you would be responsible for managing the day-today operation of the lesson desk and its staff, overseeing the booking of single-day lessons and co-ordinating those lessons with the appropriate ski or snowboard instructors. Various technical and trades positions are also vital to any ski area operations. These include heavyduty and lift mechanics, electricians, heavy-equipment operators and snowmakers. A lift mechanic, for instance, is usually a millwright who installs, maintains, repairs and troubleshoots lift equipment, assisting with the starting up and shutting down of the lifts each day. Lift mechanics also read diagrams and manufacturers’ manuals and are able to perform various mechanical procedures that require specialized training. They work at great heights, in all weather conditions, at any time of the day or night. Many ski areas offer apprenticeships in such trades as well. If an outdoor, active lifestyle isn’t for you, there’s a variety of positions available indoors in ski rental and repair, guest services, accommodations, sales and marketing or administration. Food and beverage is an integral part of ski area operations and provides many job opportunities,

from baristas to bartenders, cooks to cashiers. But regardless of the role you’re hired to perform, most ski hills and resorts offer a fantastic array of employee benefits and perks, including skiing and snowboarding passes, discounts on equipment sales and rentals and food and beverage purchases and often complementary access to skiing and snowboarding at other resorts across the province. Ski resorts also call for trained professionals in areas you would find in any professional business, such as sales and marketing, accounting, human resources, computer systems and general business management. With so many types of positions available, opportunities abound for people at various stages of their life and their career – from entry-level to senior executives. This is the perfect time to visit www.moveonup.ca to learn more about career opportunities in this sector of the adventure tourism and recreation industry. You can read profiles of people already working in the industry and access information on upcoming job fairs near you. Many ski resorts gear up for the winter season by holding job fairs during the month of October, as well as maintaining a job-posting section on their websites. So what are you waiting for? The ski resorts are hiring now! • Article submitted by go2 – BC’s tourism industry human resource association.

WHO’S HIRING NOW FOR THE 2011/12 WINTER SEASON: • Big White Ski Resort currently seeks lift operators, housekeepers, retail and rental clerks, cashiers, kitchen and serving staff and hotel staff. Visit www. bigwhite.com/contact-us/ employment-info for more information. • Cypress Mountain currently seeks applicants for a variety of indoor and outdoor customer servicefocused positions across all departments. No experience necessary; on-the-job training provided. Part-time opportunities suit students, retirees and stay-at-home parents. Visit www.cypressmountain.com/employment for details on the upcoming job fair (October 14 and 15) and a list of job descriptions and featured positions. • Grouse Mountain is holding a hiring fair October 15 and 16 to kick-start its hiring for the season. Bring your resumé and be prepared for on-site interviews. Please allow a couple of hours to complete the career fair process. Visit www.grousemountain.com/careers. • Mt Seymour Resorts is hiring 350 to 400 seasonal employees on a full-time and part-time basis. Seasonal positions start from early October to late November and run until March or early April. To apply, visit the employment page at www.mountseymour.com and complete an online application form; email a resumé and cover letter to hr@mountseymour.com; or attend the job fair on October 22, 11 a.m. to 5 p.m., at Parkgate Community Centre at the base of Mt Seymour.

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October/November 2011

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ASK AN EMPLOYMENT EXPERT

COLLEEN CLARKE Kelly M. asks: “Should I tailor my cover letter to the position I’m applying for?”

riting cover letters can be the bane of some candidates’ existence. It’s one thing to create a resumé of your accomplishments, but it’s another thing altogether to have to creatively sell yourself in a cover letter that’s specifically tailored to the job being offered. Here to save the day: the “T letter.” The T letter can be used if you possess 75% to 80% of the job requirements. It does not require complete sentences or fancy verbiage, merely a line here and there out of your already cleverly crafted resumé. Open the letter with a power phrase expressing your interest in the position and how you’re the right fit for it, like, “When I read about the job for a sales and marketing manager for Greenbelt Environmental Products Inc. on Workopolis.com on October 7, I knew right away that this position was of great interest to me.” Alternatively, “With 15plus years of experience in accelerated sales and marketing roles in consumer goods, I am greatly interested in the position you posted on Workopolis.com for a sales and marketing manager.”

Then add a simple line stating, “As the following comparison shows, my qualifications match the requirements of the position.”

Open the letter with a power phrase expressing your interest in the position and how you’re the right fit for it Next, make two columns. The left-hand side is a list of “Your Requirements”: the main skills and accomplishments required of the job. In the right-hand column match each requirement with an applicable qualification: “My Qualifications.” Make each point succinct, with a quantitative result if possible. For example, “Initiated and directed the implementation of a business plan that increased national market share by 300%.” This style of cover letter uses a lot of white space but is favoured by hiring managers and resumé screeners, who can easily tick off each point they’ve cited in their job posting against each of your responses, no guessing.

If you do not have a requirement, leave it out of the letter altogether. For example, if they want a university degree and you have college with five or more years of work experience, put it in. You are now ready for the power close. Give them a benefit statement, i.e., why they should interview you. Keep it simple: “I look forward to meeting with you personally to further explore the contributions I can make to Greenbelt and how we can build a strong and highly productive sales team.” The hardest part of writing this style of letter is getting all the important requirements into a one-page space and getting the two columns to line up. (By the way, this format is called a T letter because if you draw a line under the power opening sentence and between the two columns, you have a T.) • Colleen Clarke is a career specialist, corporate trainer and author of Networking: How to Build Relationships that Count and How to Get a Job and Keep It. Originally published on the Workopolis Blog at www.blog.workopolis.com.

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Got a question about your job search, resumé, interviews, employment standards, wrongful dismissal, RRSP, budgeting, career training, student loan, networking, social media, etc? We want to hear from you! Send your query to epreader@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 dinner gift $50 dinner gift certificate from $ all entries received by November 30, 2011. certificate

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: October 12th, 13th & 14th OR Oct 15th, 22nd & 29th for 3 Saturday sessions from 9am to 4pm. For more information or to register for a course please call 604-597-3448.

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From here. To career. The Shortest Path To A Business Career Train today for: • Paralegal • Legal Administrative Assistant • Accounting & Payroll Admin • Human Resources Professional • Business Admin / E-Commerce Management • Hospitality Management

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!

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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 practiceat home are provided for FREE. After completing level 1 & 2 with us, students receive a course completion certificate, and will also beeligible 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 21 to Feb 18, 2012. 5 Saturday sessions. For more information or to register for a course please call 604-597-3448.

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October/November 2011

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Closing the deal How to end a job interview the right way BY RENÉE SYLVESTREWILLIAMS

ou’ve rehearsed your answers for the tough questions, but are you ready to end the job interview? While first impressions are important, many people forget that last impressions tend to linger. How you end a job interview is nearly as crucial as how you start one. “Just shaking their hand and saying, ‘I look forward to hearing from you,’ is not really the best last impression you want to make,” says Brian Sekandi, a partner at executive placement firm Gilmore Partners. Human resources expert Sarah Paul agrees that your attitude at the end of an interview can help or hurt your chances. She says, “Show confidence by giving a firm handshake and making strong eye

contact.” Paul’s other suggestions include the following. • Avoid looking needy; make the interviewer feel like you have other options on the table.

“Just shaking their hand and saying, ‘I look forward to hearing from you,’ is not really the best last impression you want to make” – Brian Sekandi, partner, Gilmore Partners

• Asking if it would be appropriate for you to follow up in a week regarding the status of the recruitment also demonstrates assertiveness and

shows you are not afraid to take control of your career. • You can also suggest that the interviewer please contact you should he or she have any further questions or clarifications. This shows you are collaborative and want the person to have as much information about you as possible. • If you think you did a terrible interview, don’t show it. Good interviewers can read body language. • Make sure you get a business card from the interviewer so you can email a thank you note. Marci Schnapp-Rafael, president of TeamQuest Systems Inc., also suggests taking the following actions to ensure you leave a positive lasting impression: • leave behind examples of your work and positive evidence of what you have testified to during the interview;

If you think you did a terrible interview, don’t show it. Good interviewers can read body language

and • stop talking and exit gracefully. Schnapp-Rafael cautions, however, that job candidates may unconsciously sabotage their chances of getting the job at the interview by: • leaving behind garbage like an empty Starbucks cup or water bottle (not that you should bring your own coffee into the interview in the

first place); • taking a call on your cellphone as you are walking out the door; • continuing to talk or ask questions even after the interview has ended; or • sla mming t he door, stomping your feet or showing any sign of being emotionally upset. Remember: the end of the interview is the final chance

you have to make a good impression. Says Paul: “Even if you don’t think it went well, confidence goes a long way and is sometimes more important than how you answered that dreadful ‘give me an example of a weakness’ question.” •

Inc. seeks a commis chef (Coquitlam) to create culinary fare for four food outlets and for banquets, etc. http://t.co/dXoXcjoQ

adjudication, service clients, etc. http://t.co/WsVy0U0W

Technology

Originally published on the Workopolis Blog at www. blog.workopolis.com.

TWITTER JOB BOARD The following jobs recently appeared in the Employment Paper’s Twitter feed. Follow the links for more information. Follow us on Twitter @ employmentinvan for more local jobs.

ACCOUNTING Purtzki & Associates seeks

an intermediate accountant (Vancouver). http://t.co/ dVdIHgR0 Randstad seeks, on behalf of its client, a junior accountant (Vancouver) for accounts receivable/ payable, inventory functions, various reconciliations, vendor setup, etc. http://t.co/fD9vMF7A Steels Industrial Products Ltd. seeks a payroll and human resources administrator (Vancouver) for full-cycle payroll processing, benefits and HR administration, etc. http://t. co/BNkjMzMI

ADministration Hatch Mott MacDonald

seeks a site administrator (North Vancouver) to prepare reports and do document control and

filing, scanning, e-filing, word processing, meeting co-ordination, basic accounting, etc. http://t.co/ FaOuLm2u

affairs of the district, play a key role in strategic planning and implementation of changes, etc. http://t.co/ OgyJFs2V

Aerotek ULC seeks an administrative assistant (Vancouver) for data entry, customer service, etc. http://t. co/OgL39p5i

Engineering The Fairmont Vancouver

ARts & Culture Express Employment

Professionals seeks, on behalf of its client, a theatre manager assistant (TriCities) to prepare contracts, market events, give theatre tours, order supplies, etc. http://t.co/AG6a37Yn

CIVIC The District of West

Vancouver seeks a police dispatcher to respond to emergency calls for police, fire and ambulance and immediately transfer appropriate calls to fire and ambulance dispatch, etc. http://t.co/iONc0wap Fraser Valley Regional District seeks a chief administrative officer (Chilliwack) to manage the

Airport seeks a chief engineer (Richmond) to manage the engineering department, etc. http://t.co/ dVdIHgR0

FiNANCE CIBC seeks a director,

trade finance (Vancouver) to market and sell trade finance products and solutions within a designated geographical area, etc. http://t.co/0qkl32KN

HUMAN RESOURCES MindField Group seeks

a French-speaking talent acquisition specialist (Vancouver) to manage the candidate screening process and recruitment efforts for several clients, etc. http://t. co/4jvJnakR

REal EState SNC Lavalin O&M

McNeill Nakamoto Recruitment Group seeks, on behalf of its client, a financial planner assistant (Vancouver) to provide support to a busy financial team, etc. http://t.co/u332hatL

Inc. seeks a building technician II (Vancouver) to perform scheduled preventive maintenance and general maintenance on the mechanical/electrical systems, HVAC systems and life safety equipment, etc. http://t.co/DpcsnUyr

HOSPITALITY & TOURISM Great Canadian Casinos,

Ian Martin Ltd./The 500 Staffing Inc. seeks, on behalf of its client, a residential mortgage underwriter (Vancouver) to review applications, do credit

Retail Lululemon Athletica seeks

an assistant store manager (West Vancouver) to assist in evolving in-store functions and flow, etc. http://t.co/ eLwSTAlW

Skilled Trades

Mosaic Millwork Ltd. seeks a cabinet marker-joinery (Surrey) who is experienced in the custom woodworking industry. http://t.co/FUrfT2ga Express Employment Professionals seeks, on behalf of its client, an apprentice auto body repair/ panel beater (Burnaby) who is a second- or thirdyear apprentice. http://t.co/ KvyDVqVr Honeywell International seeks an HVAC fitter (Burnaby) who is a thirdor fourth-year apprentice, to perform preventative maintenance tasks for a diverse contract customer base, etc. http://t.co/Txn0Eone

PrecisionERP seeks a SAP ABAP developer (Vancouver) to work on user exit and reports, etc. http://t. co/P2RrO9he

WPCG seeks, on behalf of its client, a senior C++ software developer (Vancouver) to be responsible for maintaining and developing features associated with the client’s main product lines, among other duties. http://t.co/ P2RrO9he WPCG seeks, on behalf of its client, a senior database developer (Vancouver) to be part of a technical team designing and developing new products on SQL platforms and to work with the marketing team in developing new cubes and dashboards for analytical purposes, among other duties. http://t.co/fS7VORaQ

Reach a wide variety of adults, students and job seekers interested in further learning and upgrading their skills to advance their career prospects. Business in Vancouver Media Group, publishers of NEXT, offers post-secondary schools, career colleges, service providers a unique Members advertising vehicle to market full and part-time programs. Visit us at biv.com for more information.

LEARN MORE ➧ GET THE JOB Publisher Cheryl Carter Editor Noa Glouberman

You can help make NEXT the best carer training resource. Send your comments and suggestions to the address below:

Sales Manager Kim De Wildt Graphics & Production Soraya Romão

Manager: Reader Sales and Service Deborah Hamilton Accounting/Administration Angela Foster

102 East 4th Avenue, Vancouver B.C., V5T 1G2 Phone: (604) 688-8828 ➧ Fax: (604) 669-2154 E-mail: next@biv.com ➧ www.employmentinvancouver.com

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SUCCESS STORIES Celebrating self-employment success Meet some of the inspiring finalists in this year’s Entrepreneur of the Year Awards

he annual Entrepreneur of the Year Awards continues the tradition of honouring the success of Douglas College self-employment program alumni. Here, we celebrate some of this year’s finalists. DAVE BRUCE, BRUCE’S MARINE REPAIRS INC.

Dave Bruce of Bruce’s Marine Repairs, a mobile marine repair company, strives to keep the “pleas-

ure” in pleasure boating for the Lower Mainland’s yachting community. “Diesel and gas engine repairs … whatever the customers’ needs are,” says the Douglas College Entrepreneur of the Year Awards service finalist of his work. “What I can’t fix or install myself, I have a great network of other tradespeople in the marine industry to back me up.” Besides caretaking the old Expo 86 McDonald’s barge (“McBarge”) and preparing boats for shipment to Australia, Bruce provides service for a range of clients, some as far away as Yellowknife. His commitment to customer service is such that he even “babysits” boats for people who moor their vessels in Vancouver but live outside the city, province or country. Educating his clients by “making sure they have a good understanding of the work or repairs that have been done … to avoid costly repair bills in the future” is another important aspect of his service. This, he says “can give them a better boating experience

with their family and friends.” Among his latest business achievements:

doing service and repair work for Seattlesee page 8

Take the LEAP with your business idea and we’ll help you GROW it.

Canada Funding provided through the Canada-British Columbia Labour Market Agreement

Suite 104 7565 132nd Street, Surrey Please call or drop by any Thursday.

Congratulations to our finalists October 19, 2011 Event Sponsor:

Entrepreneur of the Year Award Tara Blokzyl, Kanaka Diamond & Gold Mike Londry, Westside Pest Control Dr. Cobi Slater, Essential Health Natural Wellness Clinic Home Based Business Award

Service Award

Pam Gervacio, Design 2 Print Heather Kleim, Epic Empire Designs David Marsden, Advantage English Language Services

Salman Bazogh, Accountech Business Services Ltd. Dave Bruce, Bruce’s Marine Repairs Inc. Terryl Plotnikoff, Canadian Mattress Recycling Inc.

Consulting Award

Retail Award

Brenda Garcia, Thrive Solutions Chris Zhang, Sager Education

Aline Beth Marshall, Clayzone Ceramics Gallery Laramie Tan-Amit, Jeepney Mart Carla Wood, The Party Monkey

High Tech Award Fabio Milano, RDS Support Inc. Jack Poniatowski, Sphere Communications

Global Award Peter Wang, CanBright Enterprises Ltd. David Wong, DK Wong & Associates Inc.

Construction & Manufacturing Award

11-206

Charles Baverstock, Stonebridge Alyson Johnson, Aly Dahl Designs Justin Johnson, JJ’s Custom Plumbing

Perseverance Award Karen Gill, Friendly Explorers Child Care Centre Judy Hamilton, TerraTap Technologies Inc. Francisco Harp, Jelly Delight Desserts Inc.

Youth Entrepreneur Award Justin Gignac, Custom Creations Carpentry Sanjana Khaira, Sanjana Khaira Law Corporation Amarvir Singh Rai, Amarvir Rai Law Office

Awards will be presented Wednesday, October 19th during a ceremony at the Executive Hotels & Resorts in Coquitlam Inspired? Start your own business. Call the Douglas College Self Employment Program at 604 777 6012 or visit us online at: douglascollege.ca/ selfemployment

Selfemploymentprogram Where successful entrepreneurs begin

Funded through the CanadaBritish Columbia Labour Market Development Agreement

October/November 2011

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ELECTRICAL RENOVATION MAINTENANCE Stonebridge Operations Inc. provides electrical, renovation and maintenance consulting services for long term care facilities, strata complexes and commercial and residential clients. For a healthier environment and reduced energy costs enlist the services of a certified electrical contractor with expertise in home automation through smart phone integration with local touch control, lighting layout and design and home standby generators. Benefit from the expertise of a maintenance manager on a flexible or contract basis without the added cost of a full time maintenance team.

Tel: 604-802-6722 | www.stonebridgeom.com

Where vision becomes reality Custom Creations is a full-service facility that develops commercial and residential millwork projects from design to fabrication to installation. We are dedicated to delivering fully customized, quality products with excellent customer service.

Commercial Millwork: •

Restaurants • Retail stores • Offices • Customer service counters

Residential Millwork •

Functional kitchens • Recreational rooms • Audio visual cabinets • Built in shelving

Visit our website gallery for photographs that illustrate the quality, complexity and intricacy of our work. www.customcreationscarpentry.com • 604-220-2091

SUCCESS from page 7

based RDI Marine, which “cannot cross the border [to B.C.] to do repairs for their customers [here].” For Bruce, the key to success starts with “sticking to what you know and subcontracting out the other work. Most of my business is service work and in a down economy it has paid off to still be willing to get your hands dirty.” Being an entrepreneur helps. “Staying a one-person business has allowed me to be a friend and a confidant to a lot of my customers,” he explains. “They hire me knowing that I am the one doing the work. … I have hired help over the years, but normally to work with me on bigger jobs and not to be on their own.” He says it’s about giving back, too. In addition to participating in Variety’s Boat for Hope program, which takes kids with special needs out for a fun day on the water, Bruce decorates his own vessel with holiday lights for “Christmas cruises” out of Port Moody and helps educate students enrolled in power and sail squadron courses. TERRYL PLOTNIKOFF, CANADIAN MATTRESS RECYCLING INC.

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Terryl Plotnikoff launched Canadian Mattress Recycling in January, recycling mattresses, box springs and, more recently, furniture for customers in Metro Vancouver, salvaging the recyclable materials and diverting them from the landfill. While the Douglas College self-employment program graduate and Entrepreneur of the Year Awards finalist takes great pride in the positive impact her work has on the environment, the recycling business wasn’t her first choice for selfemployment. “Originally [it] was going to be a health and wellness clinic,” she admits. “After I was unable to secure a suitable lease … I had to rethink my entire business and decided to start … one that I was actually more passionate about.” Just seven months after leasing a suitable space and opening her doors, Plotnikoff found herself managing 12 employees, fielding calls from across Canada and looking to expand. Today, as she prepares to move to a larger location, she counts popular mattress retailers and high-end

hotels among her customers, as well as the City of Surrey. “We also recycle for individuals who bring mattresses to our depot or hire our pickup service,” she adds. “Our second primary market covers the end users of the materials we salvage.” Thus far the company’s recycled nearly 400,000 pounds of steel, 50,000 pounds of foam, 120,000 pounds of quilting, 70,000 pounds of felt and cotton and 100,000 pounds of wood that would otherwise have been buried in landfills. Moving this amount of material takes a massive amount of manpower. In managing her staff, Plotnikoff says efficiency is key. “HR issues need to be dealt with regularly and, since we’re open seven days a week and have two shifts, we need to continually be aware of our staffing needs and productivity,” she says. “At our most we have had 16 staff on payroll. Currently we have 10, all full time. By focusing on being more efficient we have reduced our labour costs while at the same time made the work easier for our employees.” Plotnikoff’s recipe for success is simple. “We differentiate ourselves by maintaining an affordable fee structure and … we listen to what our clients need, find out what their challenges are and then exceed their expectations.” Customers also appreciate seeing for themselves that the company indeed recycles nearly 100% of every mattress it receives. That, she says, “instils trust … about what we do and who we are as a company.” Entrepreneurship, however, isn’t without its challenges. “I regularly put in three hours of work in the evening after my children are asleep, even after a full day’s work at the warehouse,” Plotnikoff says, adding that she’s hired an operations manager to help ease her workload. But despite the hard work, she says she wouldn’t change a thing. SALMAN BAZOGH, ACCOUNTECH BUSINESS SERVICES LTD.

Salman Bazogh, owner of Accountech Business Services in Coquitlam, has enjoyed good growth in his accounting business over the past six years. Today, he employs 2.5 full-time staff members and

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STORIES is eyeing a second location. But entrepreneurship hasn’t always been easy. “I started from scratch in 2005,” says the Douglas College self-employment program graduate and Entrepreneur of the Year Awards service finalist. “I remember when we had [to do a] press release as a part of the [self-employment] program, the instructor told me that my business wouldn’t make any news, as there were enough … like mine. I experienced the reality of it and felt the pressure of competition after graduation.” With plenty of hard work (at least 70 hours a week), patience and persistence – not to mention support from his wife and family – Bazogh’s business eventually took off. Watching his costs, maintaining a high level of quality in his work and paying personal attention to each of his 60-plus clients continue to be important factors in his success. “We see our clients as part of our business and their success as our success,” he explains. “We feel responsible for their success. Besides doing bookkeeping and accounting, we function as their returning point for business advice.” Because these types of “long-term” client relationships are often reciprocal, Bazogh places much of his effort on providing “quality service on a timely basis at an affordable rate. Our clients appreciate the quality of our service. They refer us to new clients and they pay their bills on time.” In fact, despite employing more standard methods of advertising over the years, word of mouth remains the number 1 source of new business for Bazogh, who also stresses the importance of forming what he calls “strategic alliances” with other service providers. And, despite handling over 500 personal tax returns a year and working toward completing his Canadian CMA designation by June 2012, this busy business owner finds time to give back to the community, sitting on the boards of the Tri-Cities Chamber of Commerce and Tricity Iranian Cultural Society. JUSTIN GIGNAC, CUSTOM CREATIONS CARPENTRY INC.

After being laid off from his job at a millwork company, Justin Gignac couldn’t

find work. The recession had hit, and his future seemed uncertain. “I wasn’t sure what to do,” says Gignac, who now owns Custom Creations Carpentry, designing, fabricating and installing custom commercial and residential millwork. Then, a letter from Service Canada, with the opportunity to become self-employed, arrived. “I had always dreamed of owning my own business,” he recalls. “My wife and I found out we were going to have our first child. I knew that starting a business and a family at the same time would not be easy but I had to take this opportunity.” He enrolled in Douglas College’s selfemployment program and “worked every day toward building a successful business.” Despite having a good knowledge of woodwork, Gignac admits he didn’t know how to run a business on his own. “The self-employment program was one of the best things that ever happened to me,” he says. “It gave me the skills I needed to learn and the opportunity I had always dreamed of.” After completing the in-class portion of the program, Gignac applied for a Canadian Youth Business Foundation (CYBF) loan. Once approved, the money helped him purchase much-needed equipment – that’s when things really started to take off. “Every month is better than the last and the business has been steadily growing,” he says. “I’ve been doing a lot of highend projects and enjoying delivering quality products to deserving clients.” Gignac – a youth finalist in the 2011 Entrepreneur of the Year Awards – has his own shop, truck and trailer, one employee and several part-time staff. While the CYBF loan helped launch his business (which is currently being incorporated), he attributes his ongoing success to passion, dedication and “a lot of hard work.” Strategic alliances, networking and referrals are also part of running a successful enterprise. Gignac uses his portfolio, references and personalized customer service to ensure repeat business. “Every job completed brings in more business from others who have seen the work,” he says. “A lot of business comes from word of mouth and … the most effective thing has been creating alliances with the right people and businesses.” Gignac, who has attended several business networking meetings, says that “talking with other businesses about providing them with millwork solutions” has also helped spread the word about his company. Offering support to other self-employment students at monthly “success circle” meetings gives him and other entrepreneurs a chance to “set goals for our businesses and help each other achieve those goals.” see page 10

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SUCCESS STORIES from page 9

CHARLES BAVERSTOCK, STONEBRIDGE OPERATIONS INC.

Charles Baverstock owns Stonebridge Operations, which provides electrical services to residential, strata, commercial and long-term care facilities. His specialties lie in lighting design, home automation with iPod, iPad and iPhone integration and home automatic standby generators. With customer service top of mind, Baverstock – a Douglas College self-employment program graduate and Entrepreneur of the Year Awards service finalist – takes great pride in educating his clients as to what to expect during an installation or renovation. This, he says, is what differentiates his company from others. “We help them with product selection and make sure that they are comfortable with the work that is to take place,” explains Baverstock. “They are encouraged to ask questions during the installation to ensure that they will be happy with the end result.” So far, it’s worked. In the second year of business, Stonebridge Operations was able to double its sales over the first year. SANJANA KHAIRA, SANJANA KHAIRA LAW CORP.

Sanjana Khaira Law provides an array of legal and notary services in an honest, effective and caring manner. Since opening her business, owner Sanjana Khaira’s goal has been to ease the various strains caused by legal problems and situations for her clients: home and business owners, as well as the local Indo-Fijian community. “We are one of the only firms in the Lower Mainland that specifically caters to the

needs of the local Indo-Fijian population,” says the Douglas College self-employment program graduate and Entrepreneur of the Year Awards finalist. “We practice in the areas of personal injury, general civil litigation, including collections, immigration and basic corporate and commercial law, including contract disputes. We also provide notary services and have three Lower Mainland locations, with our head office in Surrey.” Khaira further differentiates herself by being accessible to and understanding her clients: “I do not ‘nickel and dime’ them by charging an exorbitant amount for each second I spend speaking to them. Everyone at some point in their lives needs a lawyer. I am the lawyer for the everyday person. My services, my company image, everything is geared toward appealing to the everyday person.” This often means making house calls and working evenings and weekends so clients need not miss work or have to drive when “they may already be nervous of driving or facing financial difficulties following an accident,” she explains, adding that she does her best to offer flexible payment plans, appreciating that “we are all in some way suffering from an extended global recession.” By remaining cognizant of her clients’ realities, Khaira identifies her law firm as “one for the people and not just for my pocket.” By not chasing the might buck, she says success has come to her, instead. “Generally people do not come to a lawyer when their lives are going well. When someone enters my office, my first goal is to ease their tensions. I let my clients voice their concerns without fear of judgment, indifference or … the billable hour. I base my fees on the value of the work performed and not the seconds.” Clients appreciate Khaira’s accessibility, which includes access to her direct phone line during and outside of regular business hours. They also value her honesty. “Sometimes … I give them the tools and proper suggestions to solve their own problems or even tell them unequivocally there may just not be a solution to their predicament,” she says. “They leave the office grateful that I kept their best interests in mind, even if it meant telling them something they did not want to hear or sacrificing a retainer.” Khaira gets her good name into the community by volunteering her services to charitable organizations like the Access Pro Bono Society of BC, Muslim Business Council of BC, BC Muslim Association and Canadian Federation of Fijian Associations. She’s also dedicated to running a sustainable business, particularly at her Surrey office where she’s implemented a recycling program that she hopes will spread throughout the entire business park by the end of 2011.

FABIO MILANO, RDS SUPPORT INC.

the fear and loathing out of IT,” he says. “If we can take the headache away, then we’ve succeeded.” JUDY HAMILTON, TERRATAP TECHNOLOGIES INC.

Fabio Milano has been tinkering with technology since he was a kid. While his uncle studied at the University of British Columbia’s physics lab, Milano – with his own floppies in hand – would play on the computer. He spent hours taking apart toys and putting them back together again. When his family bought him his first computer, there was no looking back. Milano was hooked on IT. As the son of an entrepreneur, Milano had business acumen running through his veins from the get-go. “Growing up in a family of entrepreneurs helped me understand that the growth potential for a startup is unlimited,” he says. “Microsoft and Dell started in college dorm rooms and became billion dollar companies. Anything is possible.” After college, Milano took on a number of different roles but was yearning for something different. “The startup I was working for shut down; I had a hard choice to make: find another job or start my own company,” he says. “I chose the latter.” Milano enrolled in Douglas College’s self-employment program (SEP) and crafted a vision for his own IT business. “Learning how to write a business plan, crunch financials and explain my business idea to a committee was invaluable.” With certificate in hand, Milano set forth and launched RDS Support, dedicated to helping small to medium-sized businesses manage their IT better. But launching an IT startup in a sea of likeminded technology companies wasn’t easy. In addition to finding a way to stand out from the crowd, Milano was also juggling a new marriage and two children under two. “Balancing work and family is tough,” he says. “I can’t spend 12 to 18 hours a day working. I need to be efficient. It’s a good lesson to learn from the get-go. “Success for me has been in setting goals and achieving them, then setting new goals,” he adds. “The Douglas College SEP program taught me how to set goals and measure results. It supercharged my entrepreneurial brain.” The future looks bright for RDS Support, which will celebrate two years in business in February. “We’re really trying to do something different in IT. We want to be innovative with our support services and take

Three years ago Judy Hamilton picked up her first smartphone and instinctively saw the mobile wave that was coming. She walked away from a 20-year career and a full-time job as a director of IT to start her own mobile development company. With an idea for a barcode app that would link the offline and online worlds and help consumers find more information while shopping, Hamilton enrolled in Douglas College’s self-employment program (SEP) and emerged with a business plan for her company, TerraTap Technologies. To get a product to market, she joined Accelerate Okanagan’s ACETECH market validation program to learn “lean startup” methodology, which requires getting real customer feedback from the start. During early development, it became clear to the entrepreneur that the biggest “pain” wasn’t for consumers who needed help getting information “on the go,” but, rather, marketers who needed a way to get their message to mobile consumers. Traditional barcodes, controlled by manufacturers, weren’t useful, but a new barcode called a QR code was, because its content is controlled by the marketer. With a solid foundation from SEP and the lean startup principles from ACETECH, Hamilton was able to easily pivot her business model and have her developers create a flagship product called ToggleTo: a web-based QR code campaign management system that has everything mobile marketers need to create, manage, measure, test and tweak their QR codes. “In the competitive and fast-moving technology industry, only the agile survive,” she says. “TerraTap is not only surviving, but thriving and, now, receiving acclaim.” Recently, ToggleTo was showcased to the World Future Society at Tech Cocktail 2011. Hamilton has also been nominated for an Entrepreneur of the Year Award from the SEP program. TerraTap, ToggleTo and Hamilton are now poised to take on the next chapter, nimble, adaptable and ready for success. •

October/November 2011

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IT factor: new report shows that information technology hiring will likely continue in the fourth quarter of 2011

echnology executives expect information technology (IT) hiring to continue in the fourth quarter of 2011, according to a recent Robert Half Technology “IT Hiring Index and Skills” report. In the latest quarterly survey, 24% of chief information officers (CIOs) said that they plan to expand their IT departments and 2% expect cutbacks, for a net 22% projected increase in hiring activity. This is up eight points from the previous quarter’s projections. The report is based on telephone interviews with more than 270 CIOs from companies across Canada with 100 or more employees. Executives were asked whether their companies plan to increase or decrease the number of full-time IT personnel on their staff during the coming quarter. Key findings from the report include: • the net 22% increase in anticipated IT hiring activity is up eight points from a net 14% increase in hiring activity projected last quarter; • 86% of CIOs are at least somewhat confident in their companies’ growth prospects in the next three months, down seven points from last quarter; • 61% of technology executives rated the confidence of their firms investing in IT projects in the fourth quar-

ter a four or higher on a fivepoint scale, with five being the most optimistic. This is up nine points from the last quarter;

“A growing number of CIOs are optimistic about their hiring outlook, and there is greater demand for IT professionals who can help firms maximize their efficiencies with new and existing technologies” – Lara Dodo, regional vice-president, Robert Half Technology

• systems and networking professionals are in greatest demand right now, according to survey respondents; and • nearly half (49%) of CIOs said that it is challenging to find skilled professionals today, which is unchanged from the previous quarter. “A growing number of CIOs are optimistic about their hiring outlook, and there is greater demand for IT professionals who can help firms maximize their efficiencies with new and existing technologies,” says Lara Dodo, a regional vice-president of Robert Half Technology in Canada.

SKILLS IN DEMAND The functional areas in which executives cite the greatest challenge in finding skilled IT professionals are systems administration (17%) and networking (16%). Applications development followed, with 11% of the response. Network administration remains the skill set in greatest demand, cited by 76% of CIOs. Windows administration ranked second, with 75% of the response, followed by desktop support at 70%. INDUSTRIES HIRING Executives in the finance, insurance and real estate industries expect the most IT hiring in the fourth quarter. A net 31% of CIOs in these sectors plan to expand their IT departments. This was followed by the retail and transportation industries, each with a net 30% of technology leaders anticipating hiring increases. Wholesale came next, with a net 29% of executives planning to add staff. • With more than 100 locations worldwide, Robert Half Technology is a leading provider of technology professionals for initiatives ranging from web development and multiplatform systems integration to network security and technical support. Robert Half Technology offers online job search services at www.rht. com.

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Premier unveils new B.C. jobs plan Christy Clark says “Canada Starts Here” aims to defend and create employment for British Columbians

To read the full Canada Starts Here: The B.C. Jobs Plan report, visit www.bcjobsplan.ca.

that make us unique in the world” – Premier Christy Clark

Three pillars are at the heart of the “Canada Starts Here” jobs plan: • expanding markets for B.C. products and services, particularly in Asia; • strengthening infrastructure to get our goods and services to market; and • working with communities and employers to enable job creation. To accelerate growth, the jobs plan leverages the strengths of B.C.’s most competitive sectors: forestry, mining, natural gas, agrifoods, technology, tourism, transportation and international education. The premier made a number of announcements connected to the jobs plan. Among them: the province will invest $50 million to improve the corridor that connects Deltaport to Canada’s rail transportation network as part of the Deltaport Terminal, Road and Rail Infrastructure Project in support of increased container capacity. The expansion will add 600 to 800 new jobs to port operations. “This announcement today is a significant investment into Deltaport, which is essential for B.C.’s position as the gateway to Asian markets and for Canada’s success as a

and keep service-sector workers in demand for decades.

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“[B.C.] has incredible advantages

trading nation,” said Tsawwassen First Nation Chief Kim Baird. “But it is equally important that national infrastructure, such as Deltaport, also benefit local communities through the creation of long-term jobs and economic activity.” The province is also committed to eight new mines and the expansion of another nine by 2015, creating approximately 1,800 new jobs, and will take steps to create a prosperous liquefied natural gas (LNG) industry and jobs in B.C., including making the Kitimat LNG plant operational by 2015. The Kitimat LNG terminal proposed by Apache Canada Ltd., EOG Resources Inc. and Encana Corp. is located on Haisla Nation territory. Kitimat LNG and the connecting Pacific Trail Pipeline have received the required environmental approvals. The province continues to work to ensure it becomes operational. “The province’s assistance is timely,” said Haisla Nation Chief Councillor Ellis Ross. “Our own training capacity is limited by resources and capabilities, and these have been exhausted given the projects now underway on our territory and the demands they place on our people for skills and training. Our economic future has never looked better, and this assistance will help us deliver on this promise to our community.” Once completed, the Pacific Trail Pipeline will connect natural gas from the Western Sedimentary Basin to the Kitimat LNG facility. Natural gas liquefied at the Kitimat LNG plant would be transported by vessels to markets primarily located in the Asia Pacific region. These two projects are each expected to create approximately 1,500 person-years of work during construction. The export terminal will create 120 to 140 permanent positions once in operation. In addition to these jobs, a successful LNG export operation would keep exploration and production activities at a high level across northeast B.C.

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remier Christy Clark recently unveiled B.C.’s new jobs plan, meant to attract investment and open new markets for B.C. products and services, defending and creating jobs for British Columbians. “[B.C.] has incredible advantages that make us unique in the world,” said Clark in a news release. “We are building on our position of strength and never has this been more important than now, given the global economic uncertainty we are facing.”

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Aboriginal Relations and Reconciliation Minister Mary Polak; Premier Christy Clark; Jobs, Tourism and Innovation Minister Pat Bell; and Haisla Nation youth in Haisla Village, where the premier announced key steps to create a prosperous liquefied natural gas industry as part of her new Canada Starts Here jobs plan for B.C.

Clark also announced that B.C. plans to support small business innovation and entrepreneurship by expanding access to venture capital tax credits, extending tax credits available to apprentices and employers and working with business leaders to cut red tape and streamline administration of provincial taxes. “Innovation and entrepreneurship create jobs, diversify economic activity and help keep British Columbia globally competitive,” she said. “One of the key challenges for small business is access to capital for business startup and expansion. Through Canada Starts Here, B.C. will help small business access early-stage venture capital to help commercialize ideas, attract and retain employees, expand operations and bring their ideas to global markets.” Additionally, with more than one million job openings in the province projected for the coming decade and emerging economic sectors creating new jobs, B.C. needs a highly skilled workforce. The province intends to deliver a three-year extension of its approximately $31 million annual funding for B.C.’s Training Tax Credit Program to help employers and apprentices get the skills and training they need. Continuing this funding through 2014 gives employers and apprentices the certainty they need to plan their business and education. •

October/November 2011

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Auto industry hiring gets a tune-up Kirmac Collision shifts gears in order to attract new talent to a range of interesting job options within the automotive sector

Kirmac CEO Ian McIntosh, estimator Taylor Sigman, manager Kerry Triboulet and assistant Manager Carlos Galvez: a wider range of career opportunities exists in the automotive industry today than ever before

BY NOA GLOUBERMAN

y the year 2015, nearly half (48%) of Canada’s workforce will fall between the ages of 45 and 64. As baby boomers reach retirement, finding the right people to fill needed positions is only

going to get tougher. Though the talent-shortage issue applies across industries, the problem is exacerbated in the skilled automotive trade. According to a survey conducted for the Government of Canadafunded Skilled Trades Cam-

paign, 42% of youth in this country claim to be uninterested in pursuing a career in the skilled trades. “What we have is a situation where the trades and auto repair aren’t thought of in the same way they were 20 years ago,” says Ian Mc-

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Intosh, who co-founded Kirmac Automotive Collision Systems Inc. with his brother in 1973. “It didn’t happen overnight, but a couple of factors that have been building up have really forced us to change the way we go about attracting new people to our industry.”

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– Sean McIntosh, manager, Kirmac Automotive Collision Systems

Those factors include changes in what McIntosh refers to as the “front end” of the automotive business, which, he says, “is all about relationships: with customers, between managers and employees and with distributors and suppliers. “When people brought their cars in to be fixed 10, 20 years ago, they weren’t necessarily looking for great customer service first,” he explains. “The thing that they were most concerned with was the work itself.” Today, cars are so technologically advanced, most owners can’t fix their own vehicles. As such, “they want to go to someone who they have a great relationship with, who will treat them – and their car – well. Much of the repair work happens behind the scenes; it’s the rela-

tionships that are formed up front that matter.” On what McIntosh calls the “back end,” where repairs and other skilled trades work take place, more change is occurring. With advancing automotive technology creating an ever-widening gap between man and machine, most youth no longer grow up tinkering with engines – the technology is simply too complex. And when the time comes for them to consider their career options, many lack that “hands-on connection” with the automotive field. “Kids don’t grow up working on the family car in the driveway with dad anymore,” McIntosh explains. “So when it’s time to choose a profession, auto repair doesn’t come to mind so easily, or they think, ‘That job must be dirty and dangerous.’” And that, he says, links back to the front end of the field, where the variety of customer service and managerial positions has grown. “It’s no longer Joe who owns the garage working the front desk, too. Joe’s in the back working on cars, and there’s someone with real people and management skills running the show up front.” His point: a wider range of career opportunities exists in the automotive industry today than ever before. Kirmac, in remodelling its approach to recruiting and hiring to reflect the growing need for repair technicians, customer service reps, estimators and managers, is working to keep the looming talent shortage at bay. “We want high school students and those with some college to see the many opportunities that are available in automotive field, both those who want to work on the skilled trades side in repair, where there are many interesting and highly specialized jobs using new tools and equipment that require good technical ability, which is something that people can be trained in, and those who want to work on the customer service and management side in parts ordering, production management and overall store management.” Kirmac’s new approach to hiring includes: • shifting the emphasis on desirable qualities away from industry-specific experience and onto qualities like customer service (a direct op-

posite to the traditional approach); • greater focus on personality, knowing that the customer experience on the front lines matters more than an existing knowledge base for staff (i.e., industryspecific skills and information can be learned as part of a comprehensive training program); and • identifying potential career paths for successful Kirmac employees. Sharing this with prospective employees creates immediate attraction for those that are motivated, loyal and looking to grow with a company. “The reality is, people are not exposed to cars in the same fashion the baby boomers were,” Kirmac manager Sean McIntosh says. “Advances in technology have made servicing your own vehicle more rare. We can no longer assume potential hires have spent most of their childhood working on cars. What our most successful new hires share with previous generations is that they have a passion for cars.” “We’re always hiring,” adds Ian. “Our workforce in B.C. is pretty stable, but as our business continues to grow we’re constantly looking for more great people.” That being said, Kirmac’s ideal employee: • possesses an interest in the automotive industry, with a passion for bikes, cars, boats – anything motorized; • has a sales background or demonstrates the skills needed to attract new revenue; • is a customer service guru who interacts well with employees, customers, insurance partners and vendors; • possesses a diploma in operations, business management, sales or finance; • has a strong work ethic and can multi-task; and/or • is highly motivated and continually improving his/ her operation within the business. “Our industry’s changed d ra st ic a l ly, a nd we’ve evolved as well,” he concludes. “There’s a more professional approach to car repair these days, and we have some fantastic opportunities for young people. You can get a great job in the automotive field, and a well-paying one at that. If you’ve got great people skills and a passion for cars, that’s what we consider the ideal candidate.” • nglouberman@biv.com

October/November 2011

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Canadian vacation times revisited When it comes to holidays, how much is not enough?

Gimme a break: with only two weeks of government-mandated vacation time per year, many Canadian employees get far less time off than workers in countries like New Zealand (four weeks) and Norway (five weeks)

world, is dismally behind the times when it comes to he world would be a bet- government-mandated vater place if we all had cation time. Over the summer I was more vacation. This is the thought that speaking with a family visoccurs to me every time iting from Norway. Yes, I summer winds down. Even know, Scandinavian counif I’ve worked all or most tries have excellent social of the summer, it’s hard to policies, but after speaking say goodbye to more relaxed with this family the vacaworkdays and three long tion policy alone made we weekends in a three-month want to get much more acstretch. Thanksgiving week- quainted with my Danish ancestry. end seems far away. Employees in Norway The start of autumn makes me begrudge Can- generally have five weeks of ada’s two-week mandatory vacation, three of which, acvacation policy. Ten days a cording to www.exposureided by the Industry Training Authority, through the Labour year just isn’t enough. How jobs.com, they can take over ent between the Governments of British Columbia and Canada can employees get enough the summer. This makes sense to me. rest and feel rejuvenated with only 10 days off to do with If in fact the workload in your workplace slows over their time as they wish? Canada, compared with the summer, why not give many countries around the people time off? Make people BY JENNA CHARLTON

happy and they’ll probably stick around longer. Seems like good economic sense. In fact, there are Canadian companies that have recognized that increasing vacation time can and does lead to greater productivity. Many companies give new employees three weeks of vacation, and add an extra week every few years. And, there’s at least one Canadian social media company that’s pushing past the mandated 10-day policy and offering its employees unlimited vacation. That’s right: UNLIMITED VACATION. This particular firm has garnered much press regarding its unconventional approach; however, it isn’t the first, and won’t be the last. Netflix was the first big public proponent of unlimited vacation, allowing employees to take months off at a time, and there are reports of other small, mainly social media companies travelling down the same path. The idea is that employees aren’t judged based on their “face time” but, rather, on their productivity and the quality of their work. At first glance this approach appears to have some merit, but the cynic in me wonders whether companies can offer unlimited vacation because the workload is so enormous it’s difficult to find the time to get away. Maybe I’m wrong and this concept is the wave of the future – a wave I can only hope to ride.

SOUND OFF • Jon says: “Canada, are you kidding me? New Zealand has a mandatory policy of four weeks’ paid vacation and 11 public holidays. Sick leave is 10 days per year, with most companies allowing the first day to be taken after six months of continuous employment.” • Kip says: “Depending on the company or corporate policies, some employers will allow employees to take five days’ vacation after six months of employment, using the days up as they are earned in the same calendar year. There are also companies that do not grant vacation days in the first year of employment; technically, you’re still ‘earning’ them.” • PD says: “If you read the comments on the blog of the social media company mentioned above, you’ll find that ‘unlimited vacation’ really means that staff members get the lowest legally allowed vacation time in their contracts and then have to ask permission to ensure any additional time fits with the company’s ‘business needs.’ I’d rather have three or four weeks of vacation than have to beg for anything over the legal limit.” • Dawn says: “My husband started a new job at a small-ish company the end of March and was told he doesn’t get any holidays in his first year. Is this allowed? I would like to see the government legislate vacation days so that everyone is treated the same, no matter the size of the company they work for.” • Lionel says: “My last company gave us flexible benefits with which we could buy two extra weeks of vacation. I used my time to volunteer at my kids’ school, take a family vacation and spend one week alone on my motorcycle. I also used the extra days to extend long weekends in order to miss traffic. Give me an extra week over a $1,500 raise any day; I’d rather make less money and have more vacation/re-creation time!”

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Make people happy and they’ll probably stick around longer. Seems like good economic sense What do you think? Would you welcome an unlimited vacation policy in your workplace? Could the company stay in business or would people simply take advantage of it? How do you think it would change your work environment? • Originally published on the Workopolis Blog at www. blog.workopolis.com.

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? 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

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October/November 2011

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