September/October 2011
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INSIDE Career opps in supplychain management 3 Law job success stories 5 Train to improve your customer service skills 9
expert advice Waii C. asks: “Any jobhunting advice for new IT grads?” 6
Female entrepreneurs aid economic growth 10
LEARN MORE ➧ GET THE JOB
Calculating the cost of pro development 13
Job fair aware How to prepare for and succeed at a career fair
J
ob fairs (a.k.a. career or hiring expos) are a great way for you to explore various employment options and meet with multiple employers in one day at a single location. “A job fair is an event for employers, recruiters and schools to meet with prospective job seekers,” explains Kathleen Alexis, case manager and marketing and events co-ordinator at Douglas College’s Cave Employment Resource Centre, which hosts its next Retail Hiring Fair on September 17 at Metrotown Centre in Burnaby. “These events let companies and organizations showcase their business and collect resumés for current and future job openings.” While “most employers will take a few minutes with a job seeker to ask and answer questions,” there are often hundreds – if not thousands – of candidates at any given job fair. That’s why it’s important to do what you can to ensure you don’t get lost in the crowd. The first thing you need to know: what kind of event you’re attending. Universities, colleges and sometimes even high schools host job fairs for their students; some of these, but not all, are open to
the public. Public events include professional and community fairs geared to a variety of professions, from accounting to engineering to sales. Specialty fairs focus on jobs in one industry, like tourism, hospitality or dentistry. Community job fairs include a range of positions at different levels, from entry to management to professional, at a variety of companies.
LEARN MORE ➧ GET THE JOB
“You should come to a job
fair dressed for the position you are applying for” – Joan Murray, human resources lead, Sears on Robson
“You can learn about upcoming job fairs in a career centre, newspaper classifieds, company websites or social media sites like Facebook and Twitter,” says Mitzi Penno, office administrator at the YWCA One Stop Career Shop in North Vancouver. Adds Alexis: “You can also search online by typing “job fairs in B.C.” into any search engine.” Yet another type of job fair is a see Hire, 2
Progressive Intercultural Community Services (PICS) Society, Vancouver
BY NOA GLOUBERMAN
Fair game: a job fair is an event for employers, recruiters and schools to meet with prospective job seekers. You can learn about upcoming job fairs by visiting a career centre, reading newspaper classified ads or doing an Internet search
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
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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.
2
September/October 2011
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An apple a day may bring a JOB your way... Come hear from speakers who have built careers in the Health field and learn what worked for them.
The YWCA Career Zone presents
Health Industry Panel When: Wednesday, September 21st, 1-4pm Where: YWCA Career Zone 1260 Granville Street, Vancouver, BC
Attendance is free, but seating is limited. Pre-register with the Career Zone at 604.605.4666 or by visiting us at 1260 Granville Street Funded through the Canada - BC Labour Market Development Agreement
www.ywcajobseeker.org/careerzone
Richmond Job Fair
Thursday, Sept. 15, 2011 (1-5pm) Richmond Brighouse (Main) Library
100-7700 Minoru Gate, Richmond Richmond Career Centre 604-233-7031
Explore employment opportunities and career options in different sectors of the economy
Free Admission - For more information, Please call: 604-233-7031 / 604-233-6413 / 604-244-9262 Some attending employers include: City of Richmond; Sears; Adecco; Starbucks; Banana Republic; Commissionaires BC; Concord Security; Donald’s Fine Foods; FedEx Ground; Garden Protein International; HMS Host; Pizza Hut; Professional Warehouse Demonstration; Safeway; University Canada West; UPS Canada; WorkSafe BC, and more
Employment Resource Centres
Richmond 604-244-9262 South Delta 604-0324
the 7th Annual
Connections to Employment connecting immigrant job seekers with employers
Job Fair Wednesday, September 21, 2011 10:00 a.m. - 3:00 p.m.
Opening Ceremony 10:00 a.m.
Vancouver Public Library Central Library 350 West Georgia St Vancouver, BC Admission is Free Learn about opportunities in a broad range of sectors. Some employers attending include: • • • • • •
Bank of Montreal Nurse Next Door Natural Factors London Drugs JW Research TD Canada Trust
• • • • • •
Safeway Staples Sears Home Depot UPS Canada WorkSafeBC
• • • • •
Coast Plaza Hotel & Suites Dairy Queen / Orange Julius City of New Westminster Edgewater Casino T & T Supermarket … and others
Bring your resume and be prepared for on-site interviews. For more information about this event, contact ISSofBC at 604-684-2504
Sponsors PROGRESSIVE INTERCULTURAL COMMUNITY SERVICES SOCIETY
Funder
Hire ground: Some job fairs feature hundreds of employers from Job, 1
seasonal hiring fair hosted by a single employer, which features positions available at that company at that time. Sears Canada, for one, holds these kinds of job fairs in the months leading up to the busy holiday season. “Job fairs are arranged by each store, usually in September for Christmas help,” explains Joan Murray, human resources lead at Sears on Robson. “Each store hosts the job fair in their own store or mall entrance. We’ll ask that you fill out an application and we do mini interviews. We contact applicants later for a more formal interview if we’re interested in hiring them.” While most employers at job fairs represent companies who are hiring, they usually aren’t looking to do so right then and there. As Murray describes, they’re at the fair to meet and screen candidates, only the best of whom are contacted by the company’s hiring manager at a later date. “With the growing trend of companies accepting online applications, hiring fairs have become more about networking and making a personal connection,” explains Penno. “Employers rarely hire on the spot but, rather, collect resumés for review and to keep track of applicants that have made an impression.” To do this, employers at a fair must assess a maximum number of candidates within a short period of time, making it critical for you to present your skills – and explain why you’re the best person for the job – as efficiently and effectively as possible. “Usually a ‘screening interview’ is conducted, which only lasts three or four minutes and gives the recruiter an initial impression that helps them decide whether that candidate will proceed to the next step,” explains Kimberly Burkett, recruitment and team events co-ordinator with EV Logistics Gloucester, which holds job fairs throughout the year. “Employers will often ask preliminary interview questions to determine if the candidate should be invited to a full interview,” Penno confirms. As you can see, it’s critical to come to a job fair prepared. “Come with a brief, 20-to30-second introduction about who you are and why you’d like to work for the company
or in that specific type of position,” Alexis urges. “Also, research the companies that you’d like to work for beforehand. This should make you feel more comfortable when talking to the employer, and they’ll appreciate that you took the time to get to know more about their organization.” To find out what employers will be at a job fair, check out the website of the organizer or look for press releases or advertisements that divulge more information. The Progressive Intercultural Community Services (PICS) Society website (www.pics.bc.ca), for example, includes information about the seventh annual Connections to Employment job fair being held on September 21 at Vancouver Public Library’s downtown central branch. “This year we have the City of New Westminster new to our group of 28 exhibitors, including WorkSafeBC, Sears, Staples, Canada Safeway, Home Depot, London Drugs, Dairy Queen/ Orange Julius, Coast Plaza Hotel, Edgewater Casino, T & T Supermarket, Natural Factors, UPS Canada, Spectra Energy, JW Research, TD Canada Trust, Bank of Montreal, Nurse Next Door – among many others,” reads the site. An invitation to download a poster of the event reveals even more useful information that can help you to prepare for the job fair. “You should definitely spend some time before the job fair researching the employers that will be attending,” agrees Burkett. “Also, prepare some resumés in advance, targeting those companies that you are interested in, and write out a few questions to ask.” Some good things to ask employers at a job fair, says Penno, include: ■ W hat is you r company looking for? ■ How does your organization define success? ■ What are the next steps? ■ When will you be contacting me? “A great concluding question to ask is, ‘What do I need to do to obtain a second interview with your firm?’” she adds. Before you can ask that question, however, you’ll have to talk to the employers who have taken booths at the fair. While this can be nerve-racking, being prepared with your research and questions can help, as can the following tips
from our experts. “Offer a firm handshake, a smile and show enthusiasm,” Burkett advises. “Give your 30-second intro, talking about your strengths and goals that pertain to the company, and ask intelligent questions.” While it’s nice to think others will evaluate us based on our merits alone, the fact is that appearances do count. If you dress sloppily or inappropriately, you may be disqualified as a potential candidate for a job – and that’s the last thing you want to have happen at a job fair. “Consider the job fair as your first interview,” Alexis suggests. “Always dress professionally, as you would if you were going to an interview. Black pants or skirt are always a safe bet. Try not to wear jeans.” “You should come to a job fair dressed for the position you are applying for,” Murray adds. “At the very least, business casual is always safe.” In terms of what to bring to a job fair, resumés are a must. Be sure to bring at least one copy for each employer you plan to speak to. “It’s always better to bring more copies than to not have enough,” hints Alexis. “Bring business or networking cards if you have them,” she adds. “Also, always take a notepad and pen to fill out applications and to write down important details about particular organizations. Take a few minutes after you leave each table to jot down these notes.” Alexis also stresses the importance of “asking for and taking business cards from each of the employers that you talk to at the hiring fair. You can use these to send thank you notes to the organizations that you are most interested in.” Our experts all agree: just like preparing ahead of time, following up is paramount to job fair success. “Before you leave, return to any booths that you had interest in and thank the recruiter again for their time,” says Burkett. “Let them know you’ll be in touch and that you look forward to speaking with them again.” Adds Penno: “Immediately after attending, write down any important information you received from speaking with any of the employers, so you don’t forget. Then, follow up with the people you spoke with at the fair – send a thank you note.” • nglouberman@biv.com
September/October 2011
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3
Career opportunities in supply-chain management As many as 80,000 supply-chain management recruits will be needed for new or vacant jobs annually
S
upply-chain management is the process of strategically managing flows of goods, services, finance and knowledge, plus relationships within and among organizations, to support and achieve enterprise objectives.
“Annually, 80,000 supplychain management recruits will be needed for new or vacant jobs” Supply-chain management involves the integration of core areas of knowledge (procurement, operations, logistics) and supporting knowledge areas (marketing, finance and accounting, human resources, knowledge management). Globalization, sustainability, information technol-
ogy – these are just a few of the many issues that businesses today wrestle with. In this dynamic environment improving supply-chain performance has become essential for companies to remain successful. It’s a growing trend that will only intensify. REWARDING CAREERS Supply-chain management professionals occupy influential positions across organizations. They work in senior management, consulting, procurement, operations, logistics, transportation and trade. According to Statistics Canada data, the supplychain sector is expanding. More than 700,000 people are employed in some aspect of supply-chain management in Canada today. Annually, 80,000 supply-chain see SCMP, 8
Supply-chain management is the process of strategically managing flows of goods, services, finance and knowledge to support and achieve enterprise objectives
Shift Your New Career into firSt Gear!
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In under 1 year you can be trained and working in the Automotive Industry! Grade 12 and Driver's License not required.
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Most programs are eligible for funding. Call for more information.
Find your Trade Route to a Better Future
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! A worksAfe PArtner
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September/October 2011
CAREER SERVICES
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Do you have a Disability or Chronic Condition? Are You Unemployed? Looking For work?
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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 Canadian workplace n Soft skillsworkplace 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
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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)
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September/October 2011
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5
SUCCESS STORY
Considering a career in law? B.C. lawyers Louise Kim and Roy Millen share their success stories in the legal field
W
ith hiring in the legal field expected to remain strong this year, we asked the Law Society of British Columbia to share the career success stories of two Lower Mainland lawyers with us.
“Finding time to fit in things you enjoy outside of work is crucial” – Roy Millen, partner, Blake, Cassels & Graydon LLP
“My schedule at WorkSafeBC is more predictable, which means I can more
bono work allows you to gain experience in areas you may not otherwise be exposed to”
Within the short span of a few months, Louise Kim led and won a case in the B.C. Court of Appeal and made the transition from private practice to policy analyst with WorkSafeBC
Roy Millen, a partner at the Vancouver office of national firm Blake, Cassels & Graydon, enjoys the interesting and varied work that big firm life has to offer
easily plan my life outside of the office,” says Kim, who fit lunch-hour pilates into during her workday prior to going on maternity leave earlier this year. “As a policy analyst, I get to focus on finding the best solutions to promote safe and healthy workplaces for everyone.” While she finds in-house work very rewarding, Kim
“As a new lawyer, pro bono work allows you to gain experience in areas you may not otherwise be exposed to.”
thoroughly enjoyed the excitement that comes from leading a case in court – an experience she had as an associate at a mid-sized, Vancouver firm. During her first two years of practice, Kim’s firm supported her in providing free legal services to dozens of tenants facing eviction from an apartment complex.
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AREER ERVICES
– Louise Kim, policy analyst, WorkSafeBC
Law Society of BC
LOUISE KIM Within the short span of a few months, Louise Kim led and won a case in the B.C. Court of Appeal, got married and made the transition from private practice to policy analyst with WorkSafeBC.
“As a new lawyer, pro
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ROY MILLEN Roy Millen, a partner at the Vancouver office of national firm Blake, Cassels & Graydon LLP, enjoys the interesting and varied work that bigfirm life has to offer.
“We have a national platform that allows us to do work that just can’t be serviced on a small scale,” says Millen, who handles litigation, aboriginal law and international trade files. “There’s a collegiality at our firm, a common sense of motivation and purpose.” He is also one of the many lawyers who volunteers at a legal clinic providing free
legal advice to low-income people. Millen works hard to strike a balance between work and spending time with his family. A competitive runner, he fits exercise into his daily life by cycling or running to work. “Finding time to fit in things you enjoy outside of work is crucial.” • Reprinted with the permission of the Law Society of BC; for more information on careers in law visit www.lawsociety.bc.ca.
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6
September/October 2011
learn more ➧ GET THE Job ASK AN EMPLOYMENT EXPERT
DEAN TREMAIN
Vancouver School Board
Waii C. asks: “What are some job-hunting tips for new graduates, especially in the IT sector?”
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and learn more about what’s happening with specific companies. Accounts are easy to set up, but take the time to fill out your profiles completely. Don’t forget that your profile is public, so make sure all of your postings, comments, tweets and links are kept professional. Companies, recruiting firms and human resources personnel are known to post jobs and internships through these mediums instead of on their websites.
Next Program begins Monday, September 26, 2011 Free Information Sessions Available: Education Centre, 1580 W. Broadway 10:00am - 11:00am Wednesday, September 14, 2011
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You will wish you had started earlier. Learn to trade goods and services between Canada and other countries. Apply today to graduate from a certification program in International Trade.
Coffee talk: the best way for graduates to meet people is to set up informational interviews with those who work for the company they’re interested in or who have positions that they hope to be in one day
M
y best advice for a new graduate looking for a job is to be both open-minded and determined. As much of the world faces the effects of a major recession, the job market is very competitive, especially for students and graduates looking to kick-start their careers. In particular, the IT sector has always been forecasted to grow in the future, but if you’re looking for a job at a specific company or to gain more experience in the sector, you’ll have to work extra hard
to get noticed. Here are a few job-hunting tips to get you started. Remember to check with your career services centre for oneon-one assistance with your resumé, interview practice or job listings. GO ONLINE Social media is an excellent way to connect with your dream company. Facebook, Twitter, LinkedIn and blogs are resources that can help you conduct company research, follow leaders in the industry
New Ask AN employment Expert
for YoUR chance toto
win
like NEXT wouldm you! hear fro
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 $100 dinner gift certificate from dinner gift $ all entries received by certificate December 31, 2011.
100
Accounting • Bookkeeping • Financial Services • Business • Home Inspection • Human Resources • Immigration • International Trade • Sales & Marketing LEARN MORE
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MEET PEOPLE Networking is an art that takes practice to feel comfortable with. The best way for graduates to meet people is to set up informational interviews with those who work for the company they’re interested in or who have positions that they hope to be in one day. I would suggest sending a short, professional email to these individuals and then follow up by email or phone to see if they have some time to meet you for coffee. Make sure you have questions ready for them regarding their work, the company, how they got there and what advice they have for a recent graduate. GET CREATIVE You don’t have be an arts major to have a portfolio. This is a misconception many graduates have about showcasing their skills and knowledge. For example, if you’re in the IT sector, you might want to have visual samples of programs that you’ve developed or projects that you’ve managed on your personal website. This shows initiative and gives employers a chance to see what you’ve done in the past. Illustrations, written pieces, designs, video clips, program scripts, case studies and business plans are among many different types of material you can include in your portfolio to stand out from the crowd. • Dean Tremain is the director of career and graduate services for CDI College, which has campuses in Vancouver, Burnaby, Surrey, Richmond and Abbotsford. For more information, call 1-888-654-4181 or visit study.cdicollege.ca. Join the career conversation at facebook. com/CDICollege and twitter. com/CDICollege.
September/October 2011
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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.
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Community Mental Health & Addictions Worker
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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.
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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.
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Warehousing Training Program - An ideal course for people wanting to start a career in the warehousing industry. Course components include: Introduction to Warehousing, Elements of a Warehouse, Warehouse Functions/Activities, Warehouse Documentation, Inventory and Inventory Control, Health and Safety and more. Duration: 3 days from 9:00 am – 4:00 pm Cost: $300.00 starting Date: saturday, september 24th – 3 saturday sessions. For more information or to register for a course please call 604-597-3448.
202 – 7380 – 137th street, surrey, BC | www.dcrs.ca 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: Sep 24 for 5 Saturday sessions 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 september 12th to 14th or 26th to 28th 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
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Winning and whining The two lists you need to keep for job interview and salary negotiation success BY RENEE SYLVESTREWILLIAMS
Y
ou’ve submitted your resumé and now you’re in the interview. You have all your questions and answers ready and you know you’ll ace the interview and get your dream job. Then, that one question comes; maybe it’s nerves, but you can’t answer. You know you have an answer but you just can’t remember it right now. You’ll remember it just as you walk out of the interview, but by then it will be too late. This is why it’s a good idea to keep a running list of accomplishments – or, a “win list” – and even a list of negative events. What’s a win list? I was chatting with an acquaintance about job-hunting strategies when she mentioned a former co-worker who kept a win list or, in his case, a win binder. She explained that every time their boss gave her coworker a special project or if he got a complimentary e-mail, he added it to his binder. That way, when it was time for his performance re-
view, weekly one-on-ones or applying for a promotion, he could pull out his binder and have all his wins at his fingertips instead of trying to remember them under pressure. Here are some of the items you should include on your win list: ■ special assignments or projects given to you by your boss; ■ any projects that have a quantifiable measurement, like sales targets or increased page views; ■ emails from satisfied coworkers or clients; ■ any actions taken that have benefitted your department or company, such as saving money or reducing costs; and ■ any actions that have increased your department or company’s reputation. Sounds simple, doesn’t it? Just keep track of your accomplishments and pull them out when needed. But what about the not-so-great events? As Ruth Jackson, a management consultant, points out, interviewers never just ask about the good times, they like to know about the bad times, too.
Jackson suggests creating what she calls a “whine list,” where you keep track of the not-so-great events and how you handled them. This way, when the interviewer says, “Tell me about a time you had to deal with a customer service issue,” you can refer to your whine list for an event and the steps you took to resolve the issue. Here are some of the items that should go on your whine list (plus how you resolved each one): ■ any professional conflicts; ■ unforeseen work challenges; ■ customer service or client issues; and ■ unforeseen setbacks that you were instrumental in solving. Being prepared to speak eloquently about the success and challenges of your career can be a powerful way to communicate your value in salary negotiations and job interviews. Compiling your lists as they happen can help you be prepared when the time comes. • Originally published on the Workopolis Blog at www. blog.workopolis.com.
SCMP: Supply-chain professional designation from Career, 3
Start your career as a HEALTH CARE ASSISTANT this fall. Get an education and a guaranteed job interview. Employment opportunities in BC and across Canada.
At Saint Elizabeth we know the adult learner and can support you with
ESL • Study skills • Computer skills • Flexible class scheduling Includes: CPR/FirstAid, FoodSafe,WHMIS Certificates Practicum training provided in Complex Care, Dementia Care, Assisted Living, Group home, Home Support Tuition scholarships and Financial Aid may be available
management recruits will be needed for new or vacant jobs, according to the Canadian Supply Chain Sector Council. Approximately 150,000 positions in the supply chain are at the professional or managerial level. These positions demand professionals who are both supply-chain specialists and strategic business managers. Organizations seeking to hire skilled supply-chain management personnel increasingly seek individuals accredited by the Purchasing Management Association of Canada (PMAC) w it h t he supply-cha i n management professional (SCMP) designation. The SCMP designation is the most sought-after achievement in supply-chain management in Canada; it sets the national standard for excellence in the profession. A comprehensive accreditation program certifies that the SCMP has attained the highest level of
competency. Adherence to a code of ethics ensures the highest level of integrity. Employers benefit from SCMPs’ unique and distinctive competence. SCMPs are recognized as strategic supply-chain management professionals who provide enterprises with innovative leadership to achieve a competitive edge in a global marketplace. The British Columbia Institute PMAC is pleased to deliver its programs through its education partners at Simon Fraser University (continuing studies, management and professional programs) as well as Douglas College (continuing studies). The Brit ish Colu mbia Institute PMAC is also working with Simon Fraser University’s learning strategies group toward a possible executive program. ECONOMIC CONTRIBUTION The supply-chain management profession makes a significant contribution to
Canada’s economy. PMAC members control more than $130 billion in annual spend. The standard of living we all enjoy through timely, cost-effective access to a range of innovative, highquality goods and services is directly linked to the practice of supply-chain management. The profession influences the social and economic success of Canadians and citizens worldwide. Organizations cannot compete solely as individual firms. Increasingly, they must rely on effective supply chains to win in the networked economy. With relationships extending beyond traditional enterprise boundaries, organizations are managing business processes throughout an integrated value chain of multiple companies – from the ultimate supplier to the ultimate customer. For more information about supply-chain education and training, please visit www.bcipmac.ca. •
September/October 2011
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Improve your customer service skills with training Commissionaires BC is offering a one-day course that will change the way you look at customer service “The number 1 complaint from customers is lack of responsiveness from the person they’ve asked for help: you,” says Freeman. “Keep your clients informed and give them a sense that fulfilling their requests is important, that they are important. Responsiveness is a valuable human-relations skill that can help improve relationships, promote customer loyalty and lead to
“Our customer service course teaches the basics and beyond” – David Freeman, manager of training and development, Commissionaires BC
“Our customer service course teaches the basics and beyond,” says Freeman. Customer service is “about meeting the needs of the customer, taking ownership of the situation, building a relationship and going the extra mile.” This is good for your career as a customer service representative, as well as for your company’s bottom line. “Customer service employees are representatives
RELIABILITY The first component of delivering outstanding customer service is reliability. “Customers want and need a sense that the service that they receive will be consistently excellent,” says Freeman. “Reliability is a cornerstone of creating long-term relationships. By acting in accordance with this want, you provide the customer with a sense of security and confidence in you personally and in the company. This builds loyalty.” ASSURANCE Assurance is your ability as an employee to instil confidence in customers and make them feel safe in their transactions with your company. “Staff members who are consistently courteous and possess the knowledge to answer questions about the company in an honest, straightforward manner give clients the assurance that they are going to be treated well and that all company promises are go-
ing to be kept,” says Freeman. “Having that kind of reputation gives you an advantage over your competitors.” TANGIBLES “Tangibles are all the things that customers can see and touch,” Freeman says. “They are very important in providing the kind of experience that will have customers coming back time and again.” EMPATHY “Just the act of closing the sale won’t build relationships or rapport with your customers,” Freeman notes. “Empathy, trust, understanding and effective communication are what make customers want to do business with you.” Empathy, he adds, entails really understanding your customers’ position and feelings. “The ability to step back from your own emotions is essential for building effective and constructive relationships with clients. This means giving customers the kind of individual, personal attention that says you have their best interests at heart and understand their needs.” RESPONSIVENESS How quickly do you respond to customers’ needs? How willing are you to help? Would you go out of your way to make them happy?
business growth.” • nglouberman@biv.com
The Service Advantage course can be delivered at your work-
place or at Commissionaires BC. Visit www.commissionaires.bc.ca/serviceadvantage. First published in How 2 magazine.
BANK TELLER TRAINING PROGRAM - 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, productsales, security, Canadian banking procedures and policies, and application process and employment opportunities with different banks. Next class starts October 12th, 13th & 14th & for 3 consecutive days 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.
202 – 7380 – 137th Street, Surrey, BC | www.dcrs.ca
REWARDING CAREERS ARE NEVER HANDED TO YOU. AT CDI COLLEGE, WE’LL HELP YOU EARN ONE. 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!
ice Off l a nt dic ny Me ssista of ma s in A ad one se iP t s u u m - J s to ssroo m a a l gr he c pro t
Canada’s Leading Career Training Provider.
Y youtube.com/CDICareerCollege
C
ommissionaires BC has developed a new corporate training course that goes beyond the basics of customer service. According to David Freeman, manager of training and development for Commissionaires BC, the Service Advantage for Customer Service Excellence course is about improving the experience of customers so that they remain loyal to you and the company that you work for.
of the company,” says Freeman. “They can encompass its philosophy, orientation and value proposition and present them to each customer in such a way that will make those customers return each time.”
Upon completing the Service Advantage for Customer Service Excellence course, you will be able to: • understand the components of service delivery and how to be proactive in making it outstanding; • relate to how people react on the basis of their own histories, intent and norms and how these affect employee-customer interactions; • determine what factors break communication down and how language fosters successful customer service; • correct behaviours and attitudes that prevent outstanding customer service; • use the five components of outstanding customer service – reliability, assurance, tangibles, empathy and responsiveness; • use newfound human-relations skills to affect positively all work relationships, not just with customers; and • develop an action plan to implement your new knowledge into your workplace.
t twitter.com/CDICollege
BY NOA GLOUBERMAN
Key takeaways
To get started today, visit study.cdicollege.ca or call 1.888.654.4181
f facebook.com/CDICollege
Customer service employees are important representatives of the company
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September/October 2011
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Female entrepreneurs remain untapped source of growth for Canada’s economy More data, research and support needed to maximize the economic impact of enterprises owned by women as an employee. The steady increase in time and energy required to build a company convinced Diana Stirling and Shannon Ward of OnTrack Media to revamp their business model in 2006. Since founding the company in 2003, the two women have focused on increasing annual company revenue to $1 million. They had reached
BY RICHARD CHU, BIV
T
he number of women entrepreneurs continues to grow in Canada, but some argue that more support and research is needed to boost the economic impact of women-owned enterprises. A recent Taskforce for Women’s Business Growth report notes that more than a third (35%) of self-employed workers in Canada are women and 16% of Canada’s small and mediumsized businesses are now majority-owned by women. Together, women entrepreneurs contribute more than $117 billion in annual economic activity in Canada. While the statistics are encouraging, Barbara Mowat says that women entrepreneurs remain a largely untapped source of economic growth. Mowat, who is president of Impact Communications and chairwoman of three chapters of the Women Presidents Organization in Vancouver, says that many women-owned businesses remain small relative to those owned by men. An October 2010 Industry Canada report found that while the average business that is owned by women had steady revenue growth between 2000 and 2007, the average revenue was half of that reported by comparable businesses owned by men. “There’s a tremendous loss when we don’t encourage and try to look at growing women-owned businesses,” says Mowat. “A 20% increase in the total revenue of women-owned enterprises can contribute an additional $2 billion per year to the Canadian economy. I think that clearly shows that we have a lot more to contribute.” Laurel Douglas, CEO of B.C.’s Women’s Enterprise Centre (WEC), says that key
“There’s a tremendous loss when we don’t encourage and try to look at growing womenowned businesses” – Barbara Mowat, chairwoman, three Vancouver chapters, Women Presidents Organization
OnTrack Media co-founder Diana Stirling: “it’s not just about the revenue or staff, but about what you define as success”
challenges for women entrepreneurs include access to capital, business-skills development and workload and time management. More research into the challenges for women entrepreneurs and a national strategy to address these concerns were among the key recommendations from the 22-member taskforce, which included both Mowat and Douglas. Because of its ability to address access to capital and other key concerns for women business owners, the WEC has been cited as a model for other provinces and countries to replicate. Since 1995, it has helped provide up to $33 million in direct and indirect financing, generating more than $1 billion in economic activity and 1,500 jobs in B.C. “We’re definitely helping to contribute to the eco-
nomic fabric of the province by having this service here,” says Douglas. “If [similar economic development] organizations that support women don’t provide loans, they’re only addressing part of the problem.” She adds that, while the number of support programs for women entrepreneurs continues to grow, encouraging female business owners to expand their businesses faster remains a challenge because business growth tends to be a lower priority for women. “The primary driver is independence. Some are looking for professional accomplishment. Building strong relationships with clients and serving their market are tied in third place with financial reward as a motivator.” As a result, Douglas estimates that only between 10%
and 20% are classic entrepreneurs who are focused on creating and cultivating a big business. Most are “lifestyle business owners” who focus on creating a business that provides a living for themseleves and “a semblance of work-life balance, if you’re the lucky one.” Jill Earthy, executive director of the Forum for Women Entrepreneurs (FWE), notes that, while flexibility of time is a key reason for going into business many women end up working more hours than they did
their goal in three short years, but not without sacrificing time away from their young families. “When I got pregnant with my son, and Diana with her second child, we got to the point where we knew we couldn’t sacrifice what we had been sacrificing anymore,” says Ward. “It just wasn’t worth it just for the money.” After analyzing their business model and processes, they decided to focus on the most profitable area of their business: advertising services. They went from a business with 13 full-time staff in a downtown Vancouver office to one with a single full-time employee working
from a home office. “We rebuilt it on what we call a ‘pre-tirement’ framework, where we demanded more from the business than just money,” says Stirling. “We define pre-tirement as being able to live your life now and not putting things off.” With extensive use of various cloud-computing tools, Stirling and Ward can now travel for four months of the year and still run and expand their businesses. “While we let go of 80% of our [original] clients, it didn’t affect 80% of our revenue or profitability,” says Stirling. “Today, our business is more profitable than it was before, which I think is absolutely key.” At the same time of the revamp of their first company, they also started a second business called Insider Trading, which now provides affinity programs that offer discounts for members and employees for more than 60 companies and professional organizations in B.C. Together, both companies generate more revenue and profit than the single business they started nine years ago. “We’re no less successful today than when we had 13 employees,” says Stirling. “What we have been trying to teach women entrepreneurs is that it’s not just about the revenue or staff, but about what you define as success and what’s most important to you. It comes back to demanding more out of your business than money.” • rchu@biv.com
Key strategic growth questions for business owners How are you addressing changes in demand for your product or service? What’s the impact of price increases for customers? Do your customers help build your business through referrals? Do you have a marketing plan for growth? Are there new ways to distribute your product or service? Source: Women’s Enterprise Centre
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 Deborah Hamilton Advertising Sales Kim De Wildt
Graphics & Production Soraya Romão 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
September/October 2011
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Unfriendly fire? How to get a reference after you’ve been let go Employment lawyer M. Norman Grosman says that such references “which simply confirm employment are of little utility in seeking alternative employment.”
BY PETER HARRIS
W
e recently had an inquiry from a candidate wondering if it was possible to obtain a reference letter from an employer who had recently terminated him. Reference letters are tricky things. Candidates sometimes like to have them as positive reviews of their work from former bosses that they can show to prospective employers. The trouble is, in many fields those future employers don’t actually find them that interesting. The fact is no one would submit a negative letter about themselves with an application – so by default all reference letters are positive. Recruiters are far more interested in speaking directly with your former employers and asking their own questions than they are in reading a letter that you have prescreened. As for requesting a reference from an employer who has terminated you … well, obviously you wouldn’t do
“[References] which simply confirm employment are of little utility in seeking alternative employment” – M. Norman Grosman, employment lawyer
Getting references from your manager, speaking personally and not necessarily on behalf of the company, can give future employers an idea of what you’re really like to work with
that in a situation where you were fired for cause. You only want to solicit references from workplaces where you were successful, left on good terms and, most importantly, where that employer would be happy to work with
October 19, 2011
you again. If for any reason that former employer wouldn’t want you back, he or she is not likely to refer you to someone else. The other difficulty with references is that, due to
some recent lawsuits, more and more organizations are setting up policies against giving them at all. In these cases, HR departments will only confirm the length of your employment and what your position was.
He suggests that if your former employer has such a policy against personal references you should request a couple of modifications to the standard “name, rank and serial number,” which may make them more useful for you: ■ ask if your former employer can include your reason for leaving. Stating that your “position was eliminated in August 2011 due to restructuring,” can give you
an understandable “no fault” reason for being back on the job market; and ■ see if your former employers can make it clear that the reason they will not give more substantial, qualitative references – whether in writing or not – is because they have an established policy prohibiting this. This way, prospective employers know that your former boss isn’t reluctant to refer you personally, but is just following established regulations. Another way to get a reference is from your manager, speaking personally and not necessarily on behalf of the company, from your team members, partners and clients. Future employers want to know what you’re really like to work with, so having a selection of credible people who can speak to your work habits, accomplishments and character can go a long way to helping you get that foot in the door. • Originally published on the Workopolis Blog at www. blog.workopolis.com.
Congratulations to our finalists Entrepreneur of the Year Award Tara Blokzyl, Kanaka Diamond & Gold Mike Londry, Westside Pest Control Dr. Cobi Slater, Essential Health Natural Medicine 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
Perseverance Award
Global Award
Karen Gill, Friendly Explorers Child Care Centre Judy Hamilton, TerraTap Technologies Inc. Francisco Harp, Jelly Delight Desserts Inc.
Peter Wang, CanBright Enterprises Ltd. David Wong, DK Wong & Associates Inc.
Youth Entrepreneur Award
Construction & Manufacturing Award
Justin Gignac, Custom Creations Carpentry Sanjana Khaira, Sanjana Khaira Law Corporation Amarvir Singh Rai, Amarvir Rai Law Office
Charles Baverstock, Stonebridge Operations Inc. Alyson Johnson, Aly Dahl Designs Justin Johnson, JJ’s Custom Plumbing
Event Sponsor:
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: www.douglascollege.ca/ selfemployment
Funded in whole or part through the Canada-British Columbia Labour Market Development Agreement.
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September/October 2011
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Job search no-nos The things candidates shouldn’t be doing BY COLLEEN CLARKE
“There are certain
T
his may be your first kick at a professional work search or you may be on round five, six or seven. Whatever the case may be, there are certain behaviours that you might have that could be sabotaging your success with employers or recruiters. Common slip-ups or “don’t knows” might include the following; get your resumé and cover letter out and see how many of these faux pas you’re guilty of: ■ Not tailoring your resumé to the job posting. ■ Not including a branding statement that speaks to what the employer needs and wants for the role you are applying to. ■ Not using the same words or phrases from the posting to heighten keyword recognition. ■ Using fancy fonts and formatting on your resumé and cover letter. ■ Not sending a cover letter at all. ■ Combining too many strengths or skills in one line with no explanation or example of their benefits. ■ Starting a bullet point with “ability to,” “successfully” or “handled, worked on or did …” ■ Leaving the resumé reader to assume too much about your accomplishments and/or to second guess what may have resulted from the action you took.
behaviours that you might have that could be sabotaging your success with employers or recruiters”
Bubble dumb: eating, smoking or chewing gum while on the phone with a potential employer or during an interview are all major job search no-nos
■ Not including mostly action/result statements in your resumé. ■ Using trite, non-definitive words to describe your strengths (for example, “excellent communication skills, team player, multi-tasker; organized,” etc.). ■ Regurgitating your resumé in your cover letter. ■ Using “To Whom It May Concern” in a cover letter when it is possible to get the person’s actual
name (if a name is not attainable, use “Dear Sir/Madam”). ■ Leaving any (even one) typos or grammatical errors in your written material. ■ Having a difficult email address to type out or one that is too informal (if that’s the case, create a new address just for your job search). ■ Incorrect spelling of the name of the contact person on the posting. ■ Calling people too often to set up
meetings. ■ Not leaving your phone number in your phone message. ■ Not speaking clearly on voice mail; running your words together. ■ Speaking too slowly or too quickly on voice mail and not articulating your name clearly. ■ Eating, smoking or chewing gum while on the phone. ■ Failing to use your name in your voice mail message (“We’re not here to take your call” is totally unprofessional). ■ Having a “cutesy” or “funny” message on your voice mail. ■ Not checking your voice mails and emails often enough. ■ Not getting back to callers in a short time period. ■ Wasting peoples’ time. ■ Not doing what you said you would do. ■ Filling out a job application in casual clothing, improperly groomed or with your friend or parent or child in tow. ■ Limp, fishy handshakes. ■ No eye contact or smile; darting eyes don’t work for trustful, meaningful connections either. ■ Not returning calls or returning calls from a noisy location, such as with children yelling in the background or from a cell phone while walking down the street or doing something else.
■ Dressing inappropriately for an interview. ■ Being late for a job interview. ■ Bringing your children, mother or a friend to an interview. ■ Not being prepared for an interview or meeting. ■ Bad-mouthing a former employer. ■ Lying or fabricating the truth. ■ Using slang – or the dreaded “like” or “you know” – too often; swearing. ■ Taking a cell phone into an interview and not turning it off – or, worse, answering a call on your cell phone during an interview. ■ Not doing enough research on the company you will be interviewing with. ■ Not following instructions in postings as to how to send your resumé or violating the “no phone calls please” request. ■ Not sending a thank-you letter after a job interview. ■ Not saying “please” and “thank you” every step of the way (we’re Canadians after all, so be polite, eh!). Add up how many of these “job search no-nos” you’re committing and find out how well you score. • Originally published on the Workopolis Blog at www.blog.workopolis. com.
Execs reveal third-quarter hiring plans Manufacturing, finance, insurance and real estate sectors most optimistic about adding staff Hiring expectations by profession
Increase
Decrease
Net increase
Total
15%
1%
14%
Accounting and finance
11%
3%
8%
Advertising and marketing
26%
5%
21%
Human resources
9%
0%
9%
Information technology
18%
4%
14%
Legal
50%
1%
49%
Sales and business development
24%
1%
23%
A
ccording to a report f rom Rober t Ha lf International, 15% of executives interviewed plan to add a number of full-time employees in professional occupations during the third quarter of 2011, while only 1% foresee declines. The Robert Half Profes-
sional Employment Report is based on telephone interviews with more than 1,000 C-level executives and other leaders from a variety of fields throughout Canada. Those interviewed are asked about their hiring plans and general level of optimism for the upcoming quarter.
Survey respondents include more than 270 chief financial officers (CFOs); 270 chief information officers (CIOs); 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. Some key findings from the report include: ■ a net 14% of executives plan to add professional-level staff in the third quarter of 2011; ■ a net 28% of executives in the manufacturing sector and net 27% of executives in
the finance, insurance and real estate industry anticipate staff additions; ■ 48% of respondents say it’s challenging to find skilled professionals today; ■ 79% of executives are at least somewhat confident in their organizations’ ability to grow in the third quar-
ter; and ■ the marketing field is expected to see strong hiring activity, with a net 21% of marketing executives planning to increase staff levels. “Although some firms remain conservative in their hiring outlook, augmenting staff levels for others is becoming necessary when trying to meet added consumer demand,” says Kathryn Bolt, district president of Robert Half Canada. “Increased business activity and economic factors are stimulating hiring in many industries, such as manufacturing, banking and real estate.” • Founded in 1948, Robert Half International, the world’s first and largest specialized staffing firm, is a recognized leader in professional staffing services. Find more information at www. roberthalf.ca and on Twitter @RobertHalf_CAN.
September/October 2011
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Seeking payback With the cost of professional development ranging from zero to thousands of dollars, be sure to calculate the longer-term upside of those letters after your name
DOMINIC SCHAEFER
CGA or CA accreditation in the future and be where I want to be in terms of my career.”
Terence Little, manager, corporate Internet services, WorkSafeBC: “doing a postgraduate degree to enhance your area of expertise shows prospective employers you’re committed to the field and have significant knowledge in that area”
BY NOA GLOUBERMAN
W
hen it comes to your career, it’s always a good time to consider new opportunities and prospects for growth. As you review your work history, you may begin to think about making some changes. Whether you want to modify your job focus, increase your earnings or change employers, professional development can help you meet those goals by offering you the chance to maintain, increase and improve the skills ypu’ll need to remain current in your field. But how much will it cost you? The price of professional development ranges with the type of training you seek, the length of the program or course you take and whether your current employer of-
fers benefits or assistance in the area of continuing education or career advancement. We spoke with several professionals, all of whom have taken different routes in their training and have used various methods of paying for it. POSTGRADUATE DEGREE After 20 years in communications, Terence Little, manager of corporate Internet services for WorkSafeBC, decided to further his knowledge in the field. “I chose to do an MA in professional communications at Royal Roads University to better prepare myself for senior management,” he said in an interview in 2009. “Getting the degree definitely changed how I approach my job. It taught me how to do research and
think more critically. I also think doing a postgraduate degree to enhance your area of expertise shows prospective employers you’re committed to the field and have significant knowledge in that area.” While the decision to do postgraduate work was easy, the total cost of obtaining his master’s degree was no small sum.
“A sound educational background is priceless” – Kristie Perrotte, public relations manager
“Including tuition, books and six weeks of boarding for my residency, the cost was approximately $25,000,” said Little. “But through
an assistance program at work my employer paid for the4 entire program and gave me time off for the residency requirement.” DIPLOMA Also back in 2009, Sonya Douangmany, a former accounts-payable supervisor at Vancouver-based Aritzia, wanted to move to a role within her field that would involve more financial reporting or analysis. She realized, however, that she first needed to obtain a diploma in accounting from the University of British Columbia. “Right now I’m limited in my capabilities within the financial industry because I don’t have a formal education,” she said at the time. “Having this diploma will help me to move on to either get my
CONTINUING EDUCATION With marketing as her key professional interest, Kristie Perrotte, a public relations manager for an international recruitment firm, had over the span of her career nearly completed an associate certificate in marketing management and marketing communications from the British Columbia Institute of Technology (BCIT). “I started taking classes as soon as I entered the field and over the past five years I’ve almost finished the program in a part-time and occasional capacity,” she told Next two years ago. Making up the marketing management certificate are courses that include essentials of marketing, event management and media and public relations, each at a cost of about $400. “Initially, when I was just starting out in entry-level positions, I paid for the courses myself,” Perrotte said. “But over time my company agreed to reimburse me for any courses I take on a part-time basis, no more than one course per semester.” Despite having to pay for part of her professional development out of pocket, Perrotte does not regret her decision to enhance her skills and abilities in marketing. “A sound educational background is priceless,” she said. “It offers you the training and practical knowledge to get ahead and teaches you the social and business skills required to function in the workplace. “I feel my BCIT education has helped me advance my career in the past and continues to complement my professional identity as I move forward in the business world.” • nglouberman@biv.com
Reprinted from Right Course 2009, published by BIV Magazines.
Professional development comes with various costs, yet you can offset the price of enhancing your skills • Employee assistance: Many employers offer financial assistance, in whole or in part, to employees who wish to take programs and courses to advance their education or pursue professional development. Talk to your employer or human resources department to find out if such financial aid is available to you. • Financial aid from colleges and universities: Many colleges and universities offer programs, courses and workshops aimed at helping adults and working professionals enhance and add to their skills. The same schools often offer financial aid in the form of loans, scholarships and grants to students. Find out if such assistance is available at the institution you wish to attend and whether you qualify for financial aid. • Free professional development: You don’t have to break the bank on expensive courses to develop yourself professionally. Many low- and no-cost training alternatives exist: • Books, magazines, newspapers and the Internet provide opportunities for learning. Consider subscribing to your industry’s journal, where you’ll learn strategies from like-minded professionals (plus, it’s a great way to follow industry trends and developments that ,ay affect your career). The websites of industry associations can also be free sources of professional development. • Many online courses are free or low-cost. Search the Internet for courses in your area of interest. • Search calendars of local continuing education programs for free workshops and events. Or, browse the listings of courses offered by community centres and check out universities and colleges near you for free seminars or lecture series. These will help you network with colleagues and stay on top of research in your area of interest. Business papers (or the business sections of newspapers) and chamber of commerce websites also often list free business meetings and networking opportunities. • Finding a mentor in your field is a powerful way to develop your career on the cheap; the lessons learned and advice gained will be invaluable. Identify someone you’d like to get to know and ask for a meeting. Many experienced professionals will graciously give back by dispensing their expertise. • Volunteering lets you expand and practice your skills. Contact your local volunteer bureau and select an opportunity that helps you to use your talents in new and exciting ways, and make fresh contacts to boot.
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September/October 2011
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TWITTER JOB BOARD The following jobs recently appeared in our Twitter feed. Follow the links for more information; follow us on Twitter @ employmentinvan for more local jobs.
ACCOUNTING Randstad, on behalf of its client, seeks an accountant (Vancouver) with related education (CGA, CMA student or equivalent) and two or more years of relevant/related work experience. http://t.co/ GNntZCg Placement Group, on behalf of its client, seeks an accounts payable person (Richmond), preferably with experience in Timberline. Experience on other accounting software will be considered as long as you are technically savvy. This person will also be a backup on the reception desk, so outstanding communication skills is a must. Additional administrative tasks will be assigned to this role as they arise, so flexibility is required. This role requires excellent relationship building skills with other department and vendors. http://t.co/OWKrZSi Accountemps, on behalf of its client, seeks a payroll administrator (Vancouver) for a one-month assignment.
The successful applicant will be responsible for full-cycle processing of payroll in a timely manner, processing time sheets and processing salary employees and union employees. http://t. co/8AL70wA
BEAUTY A private company seeks
a hair stylist (Vancouver) on a part-time or full-time basis. http://t.co/mKvkj1z
CONSTRUCTION A private company seeks
a construction labourer (Vancouver) to load, unload and transport construction materials; mix, pour and spread materials; assist in framing houses, erecting walls and building roofs; assist in demolishing buildings; and remove rubble and other debris at construction sites. http://t. co/b9W2o7M
CUSTOMER SERVICE Placement Group, on
behalf of its client, seeks a customer service representative (Richmond), to process customer orders and respond to customer product inquiries; investigate and process claims for credit; process return authorizations for
customers and the sales team; field incoming phone calls and ensure that all customers and sales rep inquiries have been satisfied; ensure that all orders, returns and credits are processed according to company policy and procedure; maintain up-todate documentation of pricing structure, product knowledge and policies; ensure that all required tasks are completed to satisfy month end requirements; and perform other duties as required. http://t.co/ QnNE8GQ
DATA PROCESSING Kiki Marketing seeks a
data process/analysis team lead (Richmond) to drive for results and be highly adaptable. You will also be a good coach, capable of developing and motivating your team. You will be good at solving problems and managing systems and processes and, of course, you will need to have technical and functional expertise. http://t.co/Vnya5nf Kiki Marketing seeks a data process/analysis programmer (Richmond) to with a degree in computing sciences or the equivalent in education; programming
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background in VB/Access and fully understanding SQL; excellent English communication skills. http://t.co/YjmlEHd
EDUCATION Ivy 100 Education seeks
SAT English (or math) teachers (Vancouver) to teach SAT English or math classes; do office work (e.g., organize entrance tests for new students, answer phone calls, have conversations with parents and students, etc.). http://t.co/DKf6o0N
FINANCE Westminster Savings
seeks a collections account manager (New Westminster) to manage an assigned portfolio of highrisk/complex delinquent and non-performing commercial loan/lease accounts. http://t.co/jWtIpae Fraser Health Authority seeks a financial analyst, capital planning/ projects (Vancouver) to provide assistance to clients through the capital planning process; provide guidance on available funding, capitalization of project costs and help clients establish appropriate priorities on capital purchases; and prepare and maintain the capital planning records and funding requests for facility and information management capital projects across Fraser Health. http://t. co/pZt7smh CIBC Wealth Management seeks an investment adviser assistant (Vancouver) to assist in managing existing investment portfolios and developing new business by providing service directly to clients, including the provision of investment information, taking buy/sell orders and responding to account enquiries. http://t. co/xDGGQfX Mercer Bradley, on behalf of its client, seeks a senior financial analyst (TriCities) to assist with the development of budgets, and financial, business and operational plans; financial and operational reviews, forecasting, business cases preparation and business process reviews; review financial results; prepare and review entries; financial reporting and variance analysis; financial modelling and analysis; training; and ad hoc projects and analysis as required. http://t.co/ RdFtGCi
HEALTH & MEDICAL Fraser Health Authority
seeks a registered nurse, intensive care unit (Royal Columbian Hospital) to provide comprehensive care to a variety of critically ill patients as part of a dedicated and ambitious team. http://t.co/Sdgvs7F
LEGAL David Aplin Recruiting,
on behalf of its client, seeks a corporate records clerk (Vancouver) with a minimum of three years experience in preparing annual reports, annual resolutions, changes of directors, officers, etc. http://t.co/ko1nGZl ZSA Legal Recruitment, on behalf of its client, seeks an LAA/paralegal hybrid (Vancouver) to draft court documents, correspondence and perform legal research; schedule examinations for discovery, trials and chambers hearings; co-ordinate witness schedules and arrange for travel; liaise with colleagues, clients, opposing parties and court staff; and train and mentor junior staff. http://t. co/NXEKdgB ZSA Legal Recruitment, on behalf of its client, seeks a litigation support specialist (Vancouver) to be responsible for establishing protocol and procedures for litigation file management, overseeing proper completion of projects in accordance with the E-Discovery Reference Model, working with and training lawyers and other staff members on the use of litigation support technology, assisting with document preparation and review, preparing lists of documents and troubleshooting E-Discovery issues. You will also provide direction and training to other members of the litigation support team. http://t.co/OMOOaWe
MARINE The Employment Solution,
on behalf of its client, seeks marine piping designers, marine hull designers, marine electrical designers, marine outfitting designers, naval architects, marine engineers, planners and estimators (Vancouver) for an upcoming Canadian Marine/Naval project. http://t.co/3BnbwBe
MARKETING & SALES Lululemon Athletica
RTUI seeks an independent sales representative (Vancouver) to be responsible for local sales in your area; provide customer service and creativity in offering advertising suggestions; and help your clients reach their business objectives with the highest return on investments in the advertising industry. http://t. co/vOHa6qJ Shaw seeks a sales co-ordinator (Vancouver) to be accountable for selling Shaw TV television advertising along with Internet and other television media platforms. http://t.co/ cUczyDf Adecco, on behalf of its client, seeks an account executive/account manager (Langley) to be responsible for landing new accounts, managing account relationships and helping to build the brand in the Lower Mainland. http://t.co/tUtbylk
MINING Design Group, on behalf
of its client, seeks a general manager, minerals and metals (Vancouver) to manage the performance of the Eastern Canada projects to budget by complying with agreed commitments while balancing the requirement for high reimbursability in the Toronto office, among other duties. http://t. co/3seWGSL
RAIL Canadian Pacific seeks a
trainperson (conductor) (Port Coquitlam) to work as a member of a train crew, travelling to various locations with the train; and, as a member of the yard crew, switch cars, make or split up trains in yards or move cars between yards, sidings or tracks, among other duties. http://t.co/ vdA0Xyy
RETAIL Lululemon Athletica [
seeks an assistant store manager (Park Royal) to be responsible for the strategy and development of the content across its blog and select channels on its website. http://t.co/lUYft5m
seeks a digital storyteller (Vancouver) to be responsible for certain aspects of the manager “80/20 checklist,” as delegated by the store manager, so that the store consistently produces a “Wow! It’s you!” guest experience. http://t.co/ MeChMlo
Indigo Books & Music Inc. seeks an assistant customer experience manager (Vancouver) to ensure that Indigo’s life-enriching product lines and their story are presented to customers with passion and enthusiasm each and every time they visit its stores. http://t.co/ unBq4ah
Inteqna, on behalf of its client, seeks a new business development manager (Vancouver) to take hold of new marketing initiatives to drive product awareness and ultimately be an enormous lead generator. http://t.co/ XqQkBeN
Indigo Books & Music Inc. seeks an assistant customer experience representative (Vancouver) to perform tasking duties (cycle counting and replenishment) in addition to receiving duties (processing incoming store merchandise) as required. http://t.co/x0Fd47J
September/October 2011
learn more ➧ GET THE Job
Gimme a break!
15
Become a Personal Trainer Turn your passion for fitness into a lucrative career! In just 40 hours you can become a fully certified personal trainer.
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ACCent ReduCtion CouRSe - Join our new Accent Reduction course at DIVERSEcity and imYour job as a candidate is not to get employers to give you a chance; your challenge is to give potential employers a reason to take that chance on you
BY PETER HARRIS
I
t sounds harsh, but it is the truth: no one is going to give you a chance. It’s actually unlikely that anyone is going to give you anything. Candidates are often convinced that they could be great in a particular job, for which they have little or no experience, if only a potential employer would give them a chance. That may or may not be true, but we’re unlikely to find out, because employers aren’t in the business of giving people chances.
If you really don’t have enough skills and accomplishments to land an interview, then you’re going to have to go out and get some In fact, giving chances is bad for business. Employers can however, take a chance on you. Actually, every time a company hires anyone, they are taking chances. It tries to mitigate the risks as much as possible by surveying resumés for the most qualified people, interviewing those people to find the best fit and then conducting background checks to check for red flags. Still, when employers sign that contract, they’re taking a gamble. Resumés can be exaggerated, people who are great in interviews aren’t always great on the job and background screens miss things. Hiring the wrong person is
messy and expensive. So your job as a candidate is not to get employers to give you a chance, thereby asking them to make a poor business decision as a favour to you. Your challenge is to give potential employers a reason to take that chance on you. You have to show that you have the skills, the passion and the willingness to work hard and be an asset to their team. How can you do that? Take a look at the following keys to landing a job in an industry where you have no experience. Demonstrate your skills and accomplishments. Take a look at everything you’ve done so far, on the job, at school and in your personal life. List the accomplishments that you have made and see if you can find a way to tailor them to the industry that you’re targeting. Think about your skills that can apply across industries, such as project management, communication, research and relationshipbuilding. Are you a skilled and effective writer or public speaker? Have you led a successful team or taken a project from plan to fruition? Can you manage a budget or schedule multiple tasks for a team of people? All of these skills and experiences can be applicable across industries. Get some more experience. If you really don’t have enough skills and accomplishments to land an interview, then you’re going to have to go out and get some. Look for internship opportunities, volunteer work or short-term contacts where you can pitch in on complex projects, develop your skills (especially the transferable ones men-
tioned above) and accomplish demonstrable success. You can also use these opportunities to increase your personal network. Show passion. Do whatever you can to land an interview. When it comes, dress professionally and make the right impression. Use this occasion to demonstrate your passion for the industry, the company and the role. People like to hire those who are enthusiastic about the particulars, rather than someone who’s just looking for a job. Be upbeat, positive and as charming as possible. People also want to hire someone whose company they enjoy, since once they hire you you become a part of their daily life. Take any job, and do it well. If you’re offered any role at all – even one that is a step down from your past work or what you were hoping for – take it. It’s easier to prove your value and work your way up from the inside. Come in early, stay late. Take any opportunity to work on projects for other departments so that you can network internally and learn as much as possible about the company. Hard work, enthusiasm and a positive attitude go a long way. Everything that you do well will convince your employer that he or she made the right decision in taking a chance on you – and every connection and skill that you learn along the way makes getting your next, bigger and better chance easier. And you’ve earned it; nobody had to give you anything. • Originally published on the Workopolis Blog at www.blog. workopolis.com.
prove 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: october 17th to 28th Monday to Friday 9:30 am to 12 pm at SFu Surrey City Centre Library Cost: $300.00
For more information or to register for a course please call 604-597-3448.
202 – 7380 – 137th Street, Surrey, BC | www.dcrs.ca
From here. To career. The Shortest Path To A Health Care Career Train today for: • Practical Nursing • Health Care Assistant • Pharmacy Assistant • Early Childhood Education • Medical Office Assistant • Rehabilitation Assistant and more.... 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!
Step into the career you’ve been dreaming of. Call today! bc.vccollege.ca • 1.866.573.3087 .com/VancouverCareerCollege
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16
September/October 2011
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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 Overview
Is This Program For You?
Program Courses
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.
It is if you: are non-judgmental, mature and tolerant; like to support and encourage others; are interested in improving the quality of life for those with mental health challenges and addictions; are flexible and compassionate; can communicate equally well with clients, their families and healthcare professionals; have patience and can handle stress; can remain calm when others exhibit aggressive behaviour; want to have a career where you can truly make a difference in people’s lives.
Typical Job Duties
Program Admission Requirements
Community Mental Health & Addictions Workers assist individuals with mental health challenges, housing and addiction issues by encouraging and supporting them in their daily lives. They model, teach and support all functions of home life, daily living activities, leisure and recreation for improved quality of life for their clients. They provide assistance, support and skill training to adult men and women to establish and maintain a stable living situation, as independently as possible. They discuss, isolate and assess problems, develop a flexible plan of action, ensure basic needs are met, network clientele with needed services and provide crisis intervention as necessary. They also act as coordinators for volunteers.
• 19 years of age or older or completion of Grade 12. • Passing entrance exam and formal interview • Evidence of a minimum of 12 volunteer hours (community support / street level service experience) • A minimum of 2 years of sobriety for those with addiction issues • Acceptable criminal record check • Reference letter stating suitability to work with mental health clients.
• Orientation and Student Success Skills • Communications 100: Professional Communications in Mental Health & Addictions • Computer Science 100: Computer Fundamentals & Applications • Occupational Health 100: Creating the Safe Environment & Self Care: Setting Boundaries, Staying healthy & Dealing with Vicarious Trauma • Sociology 100: Introduction to Communities & Wellbeing • Sociology 101:Social Inequality, Health & Power I, II, & III • Sociology 200: Understanding Poverty: Economics vs. Experience, What’s the Difference • Public Policy 100: Comparative National Housing Strategies • Psychology 110: Human Development Across the Lifespan • Psychology 120: Mental Health & Psychosocial Rehabilitation • Sociology 220: Youth Homelessness • Psychology 200: Life Skills Mentoring • History 100: Canadian Aboriginal History, History of the Downtown Eastside and Urban Poverty • Women’s Studies 100: Gender, Power & Poverty • Health 200: Health in the Downtown Eastside I & II • Public Policy 110: Drug Policies, Theories of Addiction and a History of the Four Pillars Approach • Psychology 210: Motivational Interviewing • Psychology 250: Advanced Motivational Interviewing • Psychology 220: Seeking Safety: Treatment for PTSD & Substance Abuse • Psychology 230: Assessment & Resources • Pharmacology 100: Basic Pharmacology in Mental Health & Substance Abuse • Psychology 240: Concurrent Disorders • Communications 200: Ethics & Case Management • Public Policy 210: Understanding Government Agencies/ Resources • Public Policy 220: Policy Recommendations • Professional Development 110: Career Search Strategies • Practicum
Potential Employment After graduating from the Community Mental Health & Addictions Program, you’ll be qualified for employment as a: Community Support Worker; Social Service Worker; Mental Health Worker; Drop-in Worker; Outreach Worker; Community Liaison Worker; Addictions Worker; Tenant Support Worker; Shelter Resource Worker; Child & Youth Worker; Employment Resource Worker; Employment Counsellor; Volunteer Coordinator; Case Manager; Recreational Activities Leader. etc
Wages and Career Outlook Based on recent employment statistics gathered by Stenberg College, the average starting wage for students who have completed this type of program and are working in their field of study is $18+ per hour.
Duration and Financing Duration: 60 weeks, including practicum Financing: You could be eligible for ELMS funding, government student loans and other financing options; the Stenberg College Financial Aid Officer would be happy to provide further assistance.
Additional Certification(s) The program also includes the following essential industryrelated training and certification: Workplace Hazardous Materials Information System (WHMIS; FOODSAFE Level One; Standard First Aid - CPR/HCP/AED; and Non-Violent Crisis Resolution. Responding carefully to the needs of today’s employers, a series of Personal and Professional Development Workshops have been integrated throughout the program to develop critical thinking and soft skills. Workshops include Self-Awareness & Listening Skills, Exploring Values & Beliefs, Stress Management, Giving & Receiving Feedback, Leadership, Time Management Skills and Interview Skills.
Apply for a full tuition scholarship
Change your life today!
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Over 94% of our grads are working in their field of study within 6 months of graduation